Career Opportunity

MANAGER OF DIVERSITY, EQUITY, INCLUSION & BELONGING (DEIB) - SFO (0931)

Recruitment: RTF0124973-01093629

Published: October 14, 2022

Apply using SmartRecruiters, the City and County of San Francisco's application portal.

About:

This is a Position-Based Test conducted in accordance with CSC Rule 111A.

• Application Opening: 9/23/22
• Application Deadline: 10/14/22 at 5:00 PM (PST)
• Compensation: $141,492 - $180,622 annually
• Recruitment ID: PBT-0931-124974

San Francisco International Airport (SFO), an enterprise department of the City & County of San Francisco, has a workforce of approximately 1,700 City employees and strives to be a diverse, equitable, and inclusive employer. 
 
SFO’s mission is to provide an exceptional airport in service to our communities and our core values are Safety and Security, Teamwork, Excellence, Care and Equity. Learn more about careers at SFO. 

For more information about SFO, visit www.flysfo.com. Follow us on Twitter and Facebook. 

Role description

Under administrative direction, the Diversity, Equity, and Inclusion, and Belonging (DEIB) Manager is responsible for infusing diversity, equity, and inclusion into SFO programs, policies, and practices. This position partners with SFO leadership, work sections, and other key stakeholders in the strategic planning, design, implementation, and monitoring of DEIB programming, including identifying gaps and opportunities in a range of programs. This position is also responsible for leading the development, implementation, and monitoring of the SFO’s Racial Equity Action Plan (REAP) and ensuring compliance with the Office of Racial Equity (ORE) legislation. The DEIB Manager also manages Equal Employment Opportunity (EEO) and Americans with Disabilities (ADA)/Fair Employment and Housing Act (FEHA) compliance which entails overseeing EEO complaints and investigations, as well as the ADA/FEHA interactive reasonable accommodation process. In addition to Title VII compliance, this position is also responsible for the SFO’s Title VI Program prohibiting discrimination in all programs and activities receiving federal financial assistance. Also, the DEIB Manager works on normalizing conversations around equity through training to leadership and staff; providing technical assistance to SFO leadership; implementing equity activities that may include courageous conversations, town hall meetings, presentations, retreats, and training sessions. Diversity, Equity, Inclusion, and Belonging initiatives will include collaborating with other City departments and community resources with a focus on instituting organizational change tools and practices that embed a racial equity lens in all of our work; identifying and cultivating racial equity champions throughout SFO; and providing individual and group conflict resolutions.  The DEIB Manager will be responsible for representing SFO at City-wide events, functioning as the liaison to Office of Racial Equity (ORE), and ensuring alignment with City-wide equity initiatives.

Key responsibilities:

• Leads the development, implementation, monitoring, and modification the Racial Equity Action Plan (REAP) initiatives and related programs and policies; identifies and implements DEI/Racial Equity related employee training; collaborates with business partners to measure and report out REAP progress and other DEI metrics; prepares  REAP reports for external officials; and leads DEI/Racial Equity related employee engagement, including Employee Resource Group events/activities, DEI Noontime Knowledge workshops, and employee recognition program.
• Reviews SFO policies, structures, and practices, assess and analyze the extent to which they support or hinder SFO’s DEI priorities, and recommends changes that will embed an equity lens and enhance SFO’s culture for a positive, respectful, anti-racist, anti-biased, identity-affirming work environment.
• In partnership with Senior Staff, develops strategies to integrate and embed DEI principles and oversee the continuous alignment of an equity framework for SFO decisions, programs, policies, and procedures.  
• Manages EEO investigations, ADA/FEHA interactive accommodation process, and related trainings and projects; ensures relevant EEO and ADA/FEHA standards, including City standards, are known, understood, and adhered to; provides technical guidance regarding applicable EEO and ADA/FEHA laws, regulations, rules, and policies to managers and supervisors; responds to requests for information concerning external complaints filed with Federal and State agencies; represents the Airport in cases of discrimination on appeal before the Civil Service Commission; designing and delivering training programs and other resources for employees, supervisors, and managers regarding EEO, ADA/FEHA, and other related topics; and investigates whistleblower complaints involving allegations of discriminatory conduct.
• Develop and implement a DEI training program which leverages external resources to educate all levels of staff, including Senior Staff, on DEI awareness and best practices, including but not limited to, inclusive leadership practices and how to recognize, support and appreciate individual differences; may include procuring and monitoring training contracts.
• Oversees the Airport’s Title VI Program, serving as the Airport’s Title VI Coordinator which entails managing onsite regulatory requirements; investigating SFO guest discrimination complaints; responding to FAA compliance reviews initiated by the FAA’s Office of Civil Rights; developing resources for Airport tenants; conducting ADA self-assessments; and interacting with various community-based organizations on behalf of the Airport.
• Serve as an ex-officio member on the newly formed SFO Racial Equity Advisory Body (REAB). The REAB will help guide the Airport by providing feedback and recommendations related to key racial equity initiatives, programs, and policies.
• Develops, monitors, and evaluates performance measures to track, evaluate, and report on effectiveness of recommendations and equity initiatives; and presents findings to internal and external stakeholders.
• Evaluates and assess SFO procedures related to procurement and contracting to ensure integration of DEI strategies, goals, and objectives; make recommendations to Senior Staff related to findings.
• Conducts research on diversity, equity, and inclusion best practices, particularly in areas related to aviation; recommends relevant changes to existing department programs/projects; and stays current in external trends and best practices to improve the Airport’s plans, programs, and efforts around DEI.
• Manages the Airport’s Human Trafficking Awareness Initiatives.  Represents the Airport as part of the Mayor’s Task Force on Human Trafficking and member of the San Francisco Collaborative against Human Trafficking.
• Develops and coordinates budget preparation for the DEI Office.  Manages the allocation of resources to achieve timely outcomes and measurable goals within budget; adjusts plans and programs to meet emerging or new programs, while continuing to address major departmental priorities.
• Manages the work of and coaches subordinates to improve performance.
• Provides ongoing support and technical assistance to support internal employee resource groups.
• Performs other duties as assigned.

How to qualify

Education:
Possession of a Bachelor’s Degree from an accredited college or university; AND

Experience

Five (5) years of professional experience working in the field of racial and gender equity, gender/diversity inclusion, Equal Employment Opportunity (EEO), social justice, and/or racial/gender policy development.  This experience must include three (3) years supervising professional staff.

Substitution

Education Substitution: Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of two (2) years. One (1) year is equivalent to thirty (30) semester units/forty-five (45) quarter units. 

Experience Substitution: Possession of a Juris Doctorate (J.D.) or Master’s degree in Human Resources Management, Organizational Development, Industrial-Organizational Psychology, or related field may be substituted for one (1) year of the required professional experience (note, the advanced degree cannot substitute for the required supervisory experience).

Desirable Qualifications

The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred to hiring.

• Desire and commitment to lead and participate in anti-racism, racial justice, and equity work, along with the commitment and fortitude to push and drive change in these areas.
• Successful track record in leading equity, diversity and inclusion initiatives within a large public sector and unionized organization.
• Experience implementing large-scale change management processes.
• Experience developing, delivering, and implementing solutions within strategic planning cycles.
• Strong attention to detail and sense of urgency to drive projects to completion with a commitment to consistently deliver excellent quality work.
• Experience collaborating with diverse stakeholders, community groups, underserved or marginalized communities.
• Excellent written and oral communication and presentation skills.
• Experience leading teams and coaching at a management level.
• Experience working with issues of race or racism, preferably in a training environment.

Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.

One year full-time employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a 40 hour work week). Any overtime hours that you work above 40 hours per week are not included in the calculation to determine full-time employment.

Nature of Work

Requires extensive computer work requiring keyboarding and prolonged sitting and working off a flat screen monitor to perform strategic and planning affairs analysis; analyzes, manipulates, and generates reports; ability to work effectively with managers, co-workers, contractors and other personnel; and ability to identify issues and problem solve.

VERIFICATION

Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at https://sfdhr.org/how-verify-education-requirements

Note: Falsifying one’s education, training, or work experience or attempted deception on the application may result in disqualification for this and future job opportunities with the City and County of San Francisco.

All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included on your application by the filing deadline. Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications.

Resumes will not be accepted in lieu of a completed City and County of San Francisco application. Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.

SELECTION PROCEDURES

After application submission, candidates deemed qualified must complete all subsequent steps to advance in this selection process, which includes the following:

Minimum Qualification Supplemental Questionnaire (MQSQ): Candidates will be required to complete a MQSQ as part of the employment application. This MQSQ is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications (MQ) for this position. The MQSQ will be used to evaluate if the applicant possesses the required minimum qualifications.”

Management Test Battery (Weight: 40%)
Candidates who meet the minimum qualifications will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication; Conflict Management and Process Improvement. For more information about this Management Test (and a suggested reading list) please click here.

This is a standardized examination and, therefore, test questions and answers are not available for public inspection or review.

Scores attained on the Management Test Battery will be valid and 'banked' for three years, starting from the date of the examination. This means that, during this three-year time period, you will not be required to take the Management Test Battery. The Management Test Battery may be used for many other classes; therefore your test score may be applied to one or more of these classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes the Management Test Battery, your score will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the Management Test Battery. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the Management Test Battery is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.

Supplemental Questionnaire Evaluation (Weight: 60%)
Candidates who meet the minimum qualifications will be sent a Supplemental Questionnaire. The Supplemental Questionnaire is designed to measure the knowledge, skills and abilities required for this position.  All candidates’ responses to the Supplemental Questionnaire are subject to verification. All relevant experience, education and/or training must be included in the responses in order to be reviewed in the rating process.

 A passing score on the Management Test Battery, and Supplemental Questionnaire must be achieved in order to be placed/ranked on the Eligible List. Candidates will be placed on the eligible list in rank order according to their final score.

Note: Only those applicants meeting the minimum qualifications will be notified of the exact date, time and place to report for the examinations. Applicants who meet the minimum qualifications are not guaranteed to advance through all of the steps in the selection process.

Transportation Security Administration (TSA) Security Clearance: Candidates for employment with the San Francisco Airport Commission are required to undergo a criminal history record check, including FBI fingerprints, and Security Threat Assessment in order to determine eligibility for security clearance and may be required to undergo drug/alcohol screening. Per Civil Service Commission Rule Section 110.9.1, every applicant for an examination must possess and maintain the qualifications required by law and by the examination announcement for the examination. Failure to obtain and maintain security clearance may be basis for termination from employment with the Airport Commission.

What else should I know?

Eligible List/Score Report: A confidential eligible list of applicant names that have passed the civil service examination process will be created, and used for certification purposes only. An examination score report will be established, so applicants can view the ranks, final scores and number of eligible candidates. Applicant information, including names of applicants on the eligible list, shall not be made public unless required by law. However, an eligible list shall be made available for public inspection, upon request, once the eligible list is exhausted or expired and referrals resolved. The eligible list/score report resulting from this civil service examination process is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission.

The duration of the eligible list resulting from this examination process will be of six months, and may be extended with the approval of the Human Resources Director.

To find Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Counts-by-Job-Codes-and-Department-FY-2021-22.pdf .

Terms of Announcement and Appeal Rights:

Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations. Clerical errors may be corrected by the posting the correction on the Department of Human Resources website at https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/ .

The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is ‘abuse of discretion’ or ‘no rational basis’ for establishing the position description, the minimum qualifications and/or the certification rule. Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director. Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date.

Additional Information Regarding Employment with the City and County of San Francisco:

• Information About The Hiring Process
• Conviction History
• Employee Benefits Overview  
• Equal Employment Opportunity 
• Disaster Service Worker
• ADA Accommodation
• Veterans Preference
• Right to Work
• Copies of Application Documents
• Diversity Statement

HOW TO APPLY

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/ and begin the application process.

• Select the “I’m Interested” button and follow instructions on the screen

Applicants may be contacted by email about this recruitment and, therefore, it is their responsibility to ensure that their registered email address is accurate and kept up-to-date. Also, applicants must ensure that email from CCSF is not blocked on their computer by a spam filter. To prevent blocking, applicants should set up their email to accept CCSF mail from the following addresses (@sfgov.org, @sfdpw.org, @sfport.com, @flysfo.com, @sfwater.org, @sfdph.org, @asianart.org, @sfmta.com, @sfpl.org, @dcyf.org, @first5sf.org, @famsf.org, @ccsf.edu, @smartalerts.info, and @smartrecruiters.com).

Applicants will receive a confirmation email that their online application has been received in response to every announcement for which they file. Applicants should retain this confirmation email for their records. Failure to receive this email means that the online application was not submitted or received.

Exam Analyst Information: If you have any questions regarding this recruitment or application process, please contact the Recruiter Vicky Lei at vicky.lei@flysfo.com.

CONDITION OF EMPLOYMENT:  All City and County of San Francisco employees are required to be fully vaccinated against COVID-19 as a condition of employment. Someone is fully vaccinated when 14 days have passed since they received the final dose of a two-shot vaccine or a dose of a one-shot vaccine. Any new hire must present proof of full vaccination status to be appointed. Any new hire who will be routinely assigned or occasionally enter High-Risk Settings, must provide proof of having received a COVID-19 booster vaccine by March 1, 2022, or once eligible.

The City and County of San Francisco encourages women, minorities and persons with disabilities to apply. Applicants will be considered regardless of their sex, race, age, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (associated with cancer, a history of cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law.