Career Opportunity

0931-DIRECTOR OF DIVERSITY, EQUITY, AND INCLUSION-0931-CAT22-EX01

Recruitment: RTF0119692-01125352

Published: April 27, 2022

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

About:

The City Attorney’s Office is an innovative, nationally recognized municipal law office working to protect and advance the rights and interests of the City and County of San Francisco and its residents. With just over 300 talented and dedicated employees, the Office provides the highest quality legal services to the Mayor, Board of Supervisors, and other elected officials and department heads, as well as to the approximately 100 departments, boards, commissions, and offices that comprise the City and County of San Francisco’s government. Our work empowers City leaders with effective, responsive, and creative legal solutions and representation so they can deliver critical public services for the betterment of the San Francisco community and our affirmative advocacy enhances the lives and well-being of the City’s residents and visitors.

This new role of Director of Diversity, Equity, and Inclusion is a key position on the Office’s Leadership Team and will be a leader, advisor, and advocate, focused on infusing diversity, equity and inclusion (“DEI”) into all Office programs and activities.

Partnering with the Executive Team and Senior Staff, the Director will develop, recommend, and drive approved strategies, programs, and actions for a comprehensive Office-wide DEI program, structure, culture, and practice, working in collaboration with the Office’s Racial Equity Task Force (“RETF”), Affinity Groups, and employees to develop recommendations for DEI strategies, programs, and actions.  Building off the Racial Equity Framework developed by the City’s Office of Racial Equity and the Office’s Racial Equity Action Plan (“REAP”), this person serves as the organizational leader to build consensus around the principle that DEI requires ongoing self-awareness, self-reflection, and learning, and intentional and active engagement and participation from all Office employees.  

The Director of Diversity, Equity, and Inclusion must be inspiring, collaborative, courageous, and an innovative leader with outstanding people and management skills, cultural competence, and experience building trusted relationships and facilitating difficult and sensitive discussions.  This person needs to be a team player with an upbeat, positive attitude, who has experience dealing with a wide variety of different personalities and doesn’t mind diving into the details or pulling back to see the bigger picture.  The Director will be someone who thrives on setting goals, demonstrating progress, and moving things forward by themselves and within a collaborative team, and someone who will root recommendations in research, data, best practices, and employee feedback. 

The Director will serve as a member of the Office’s Executive Team, and report to the City Attorney and Managing Attorney.  This is an exempt (i.e., at will) appointment.

Role description

Specific responsibilities include:

• In partnership with the Executive Team and Senior Staff, develop strategies to integrate and embed DEI principles and oversee the continuous alignment of an equity framework for Office decisions, programs, policies, and procedures.    
• Build a comprehensive DEI Program for the Office, that supports the Office’s REAP and incorporates emerging trends and best practices for DEI programs. 
• Take ownership of the DEI Program budget and roadmaps to ensure progress towards long-term visions and goals. Work with the Office’s Chief Financial Officer to determine financial resources dedicated to and budget impacts of the Office’s DEI efforts and initiatives. 
• Ensure ongoing metric evaluation of DEI Program progress and use data to understand areas of opportunities for necessary changes on DEI objectives and goals.
• Partner with the RETF, Affinity Groups, and all Office employees, including through employee surveys and meetings, to develop DEI recommendations.
• Coordinate with the Managing Attorney on collection and analysis of quantitative and qualitative data to inform DEI efforts.
• Serve as co-Chair of the RETF, along with a RETF member co-Chair, and work with the RETF to develop recommendations within the RETF’s ambit.
• Partner with the Office’s Affinity Groups to support their work building safe spaces and supportive communities within the Office.
• Develop and execute designated aspects of the Office’s REAP, and support the Managing Attorney in overall REAP updating, management, and implementation, in collaboration with the RETF where applicable.
• Research and implement a training program for all levels of staff, including the Executive Team and 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.
• Partner with the Managing Attorney, Human Resources Team, and RETF to strengthen outreach, recruitment, and hiring strategies and efforts to attract, hire, retain and promote diverse candidates at all levels of the Office, including building on recommendations from the RETF.
• Oversee steps to expand and deepen external partnerships, memberships, and networking relationships with diverse bar associations, professional organizations, and educational institutions to ensure broad outreach to a diverse pool of applicants for positions in the Office; assist in representing the Office at these organizations and also at other events such as job fairs and community outreach events.
• Collaborate with the Managing Attorney and Human Resources Team to ensure the Office has clear, equitable and accountable protocols for disciplinary actions.
• Work with the Managing Attorney and Human Resources Team to analyze salary standards and data to ensure salary parity.
• Review Office policies, structures, and practices, assess and analyze the extent to which they support or hinder the Office’s DEI priorities, and recommend changes that will embed an equity lens and enhance Office culture for a positive, respectful, anti-racist, anti-biased, identity-affirming work environment.
• Research and recommend ways to bring an equity lens to the Office’s legal advice and counsel, investigations, and litigation practices. 
• Evaluate and assess Office procedures related to procurement and contracting to ensure integration of DEI strategies, goals, and objectives; make recommendations to the City Attorney and Managing Attorney related to findings.
• Represent the Office at City interdepartmental/agency task forces, teams, and working groups that build effective partnerships, engage in initiatives, and engage with racial equity leaders across the City to support and achieve broad community DEI efforts.
• Ensure the Office’s compliance with the City’s Language Access Ordinance.
• Serve as a DEI subject matter expert and resource within the Office.
• Perform other DEI duties as assigned.

How to qualify

Minimum Qualifications

• Possession of a bachelor’s degree from an accredited college or university; AND
• Five (5) years of professional experience working in the field of racial and gender equity, gender/diversity inclusion, Equal Employment Opportunity, social justice, and/or racial/gender policy development.  This experience must include three (3) years supervising professional staff.

SUBSTITUTIONS:

• 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 or Master’s degree in Psychology, Organizational Development, Social Work, or related field may be substituted for one (1) year of the required professional experience.

Desired Qualifications

• Experience building and delivering effective multi-year DEI strategies, including full life cycle plans in the areas of recruitment, talent management, learning, and engagement.
• Ability to manage multiple concurrent projects and drive them to completion within budget and time constraints using advanced project/program management skills and tools. Ability to multi-task with demanding timeframes.
• Demonstrated understanding of how DEI strategies connect with and influence one another.
• Ability to engage all Office employees to promote trust, collaboration, participation, and partnership on DEI efforts and initiatives.
• Experience supporting individuals reliving racial trauma while participating in DEI initiatives.
• Advanced knowledge of common organizational- or research-specific and other computer application programs (e.g. Microsoft Office Suite).
• Advanced analytical/problem-solving skills.
• Excellent oral and written communication, facilitation and presentation skills, and ability to build trust, influence employees of all levels, display empathy and facilitate courageous conversations.
• Advanced interpersonal skills, including political acumen and skill in troubleshooting and applying proactive and positive solutions.
• Demonstrated attention to detail.
• Demonstrated ability to work independently but in a team environment.
• Demonstrated ability to appreciate differences in perspectives and points of view and work collaboratively with colleagues toward shared goals and objectives.
• Ability to remain solution-focused and respectful in all interactions with others, including Office employees, City DEI stakeholders, clients, consultants, and vendors.
• Sensitivity to and understanding of specific barriers that may lead to lack of access or engagement.
• Deep understanding of DEI analytics, including how to drive impact and measurable results in recruitment, talent, and inclusion.
• Demonstrated sound judgment.
• Experience working with confidential or highly sensitive subject matters. Ability to use discretion and maintain all confidentiality.
• Skill and ability to serve as a resource to facilitate a mediation program to address and diffuse interpersonal issues and conflicts between Office employees, such as microaggressions.
• Advanced knowledge of DEI and social justice principles, practices, and theories, as well as AA/EEO, Title IX, and civil rights laws/regulations.
• Experience working in a law office environment.
• Experience working in the public sector, including familiarity with California’s Proposition 209.

Salary and Benefits

The normal annual salary range is $134,446 to $171,600.  Depending on experience, compensation may be above the normal annual salary range listed above.  The City offers robust health, retirement and other benefits.  For more information please visit: https://sfdhr.org/benefits-overview. 

Applicants with a higher education background or other credentials, including a license to practice law in California, may be considered for this position or a similar position to perform the functions of the Director of Diversity, Equity, Inclusion and Belonging position.

What else should I know?

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

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

Question: If you have any questions regarding this job, please contact Marylou.Remo@sfcityatty.org.

Please attach a cover letter and your most recent resume in PDF form and specify that you are applying for 0931 Director of Diversity, Equity, and Inclusion position.

Application Opening: March 31, 2022

Application Deadline:  May 2, 2022

Analyst Name: Marylou Remo

All your information will be kept confidential according to EEO guidelines.

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.