Diversity, Equity, and Inclusion Manager

The Executive Office of Health and Human Services (EOHHS) is seeking a mission-driven and experienced, strategic, and inspiring professional to fill the role of the Diversity, Equity, and Inclusion (“DEI) Manager on behalf of several EOHHS agencies. The selected candidate will play a critical role in shaping and sustaining efforts that advance a diverse, equitable, inclusive, and accessible (DEI) culture across our EOHHS agencies. Reporting directly to the Secretariat Deputy Director of Diversity, Equity, Inclusion and Access with second-level reporting responsibility to the agency Commissioner, the DEI Manager is responsible for providing effective leadership in the planning, development, execution, management, and evaluation of agencies’ diversity, equity, inclusion and access strategies while providing guidance to senior leadership, and managers across each agency.

The DEI Manager plays an important role in ensuring alignment with EOHHS’s mission to employ, develop and retain a high-performing, diverse workforce that leverages an inclusive and equitable work environment to deliver superior health and human services to Massachusetts residents. The manager must be an experienced and effective advocate for transformational change, a creative thinker, an effective collaborator, and a project manager. They must have a demonstrated ability to lead the development and implementation of effective DEIA strategies, along with the skills to facilitate authentically inclusive dialogue with culturally, socially, and ethnically diverse groups.

Duties and Responsibilities (these duties are a general summary and not all-inclusive):

•  Serve as DEI Manager responsible for providing overall direction in the development of the agency’s( ies‘) multi-year affirmative action and diversity plans. Manage implementation of plans and strategies to ensure successful completion of short- and long-range objectives. Work with stakeholders across the agency(ies) to help ensure integration of diversity, equity, inclusion, and access principles in employment practices.
•  Identify and eliminate barriers in the workplace for underrepresented groups in hiring practices, promotions, professional development, and training.
•  Manage initiatives designed to identify and eliminate barriers in the workplace that adversely impact underrepresented groups in the areas of hiring, promotions, professional development, and termination. Collaborate with internal stakeholders to ensure diversity and equity, inclusion and access in all facets, terms, and conditions of state employment, and in compliance with state and federal EEO laws.
• Manage the implementation of DEIA initiatives established by the Office of Diversity and Equal Opportunity (ODEO) and Secretariat Office of Diversity, Equity, Inclusion and Access; assist in the establishment of DEIA goals, and partner with HR Business Partner and Labor to develop corrective action plans to improve representation across one or more agencies.
• Play a supportive leadership role in the agency’s DEIA Committee and/or support Employee Resource Groups and help them define and execute their work plan
• Influence, educate and manage key stakeholders including the Senior and Executive Leadership across the organization.
• Assist in the review of all personnel actions to ensure that applicants and employees are treated equitably and that selection criteria used are consistent with the agency’s Affirmative Action Plan.
• Partner closely with the HR Business Partner(s) to manage civil rights complaints and collaborate with the Center of Expertise (COE) to handle internal investigations.
• Provide oversight of reasonable accommodation requests, either conducting activities related to ADA issues or providing oversight of the ADA coordinator
•  Assist with diversity analytics, including benchmarking, tracking metrics, analyzing, and generating diversity reporting for various audiences to highlight trends and demonstrate impact of DEI&A programs and initiatives to include, but not limited to DEI&A scorecard/dashboards, production of periodic status reports as required. Develop, and maintain quarterly DEI&A reports, annual statistical reports and narratives required by state and federal agencies and maintain appropriate paper and electronic files.
• Provide subject matter expertise through the associate lifecycle including hiring, performance management, training, education, and retention. Engage with external partners and work cross-functionally across the organization to embed DEI&A improvements to support the implementation of this multi-faceted agenda including, but not limited to:

• •  Partnering with Talent Acquisition to develop new strategies to recruit underrepresented Talent
  • Working with the HR Business Partners to review current practices and provide guidance to identify opportunities for retention, development, and advancement of underrepresented Talent
  • Developing  DEI&A learning programs
  • Regularly tracking and reporting on identified key metrics to stakeholders, business partners, and leadership to help assess the progress and effectiveness of diversity initiatives and to identify gaps. 
  • Overseeing  DEI&A content and communications on the intranet and other communication platforms
  • Maintaining and monitoring affirmative action and candidate referrals, focused recruitment, hiring process, professional development, performance management, promotions, disciplinary actions, terminations, and reductions in workforce

Preferred Qualifications:
- Modern management, administrative skills and experience including the ability to work independently with minimal guidance
- Experience leading collaborative DEI&A efforts with racially, ethnically, and economically diverse team members.
- Familiarity with the socio-cultural issues facing communities throughout the Commonwealth.
- Demonstrated ability to analyze situations with a racial equity lens utilizing effective organizing strategies, and building authentic inclusion, consensus, and relationships at all levels of management.
- Experience with collective bargaining policies and procedures, labor relations, civil service laws, and HR principles and practices including recruitment, retention, and employment law.
- Prior experience investigating, resolving, and documenting discrimination and harassment complaints.
- Experience engaging in and facilitating conversations with individuals and groups around the power dynamics and mechanisms of structural racism, equity, and authentic inclusion and lead to increased capacity and  DEI&A system changes.
- Working knowledge of all federal, state, and local equal opportunity and employment laws affecting employees, employment practices, and provision of federally funded benefits and services.
- Demonstrated ability to provide accommodations pursuant to ADA, ADAAA and Section 504 of the Rehabilitation Act of 1973, and develop and implement policies, procedures and initiatives to achieve agency goals pursuant to EEO/AA and diversity strategies.
- Project management experience managing high-profile projects, with a proven ability to lead multiple projects effectively in a fast-paced, environment while navigating competing priorities.
- Minimum of 5 years of experience in leadership roles with demonstrated success in developing, leading, and managing diversity and equity initiatives and programs designed to address institutional and structural racism in a government, municipal, or non-profit environment including the design and implementation of new programs, initiatives or strategies, data analysis, secondary research and communicating and presenting program and policy information.
- Strong business acumen with an ability to create strategies weaving diversity and inclusion processes and practices into existing organizational initiatives and culture.
- Knowledge and experience in issues related to social justice, anti-racism, anti-discrimination, and accessibility.

About the Executive Office of Health and Human Services:

The Executive Office of Health and Human Services (EOHHS) oversees expenditures of over $22 billion annually. As the largest secretariat, has approximately 22,000 employees and services almost 2 million people, one in four residents of the Commonwealth. The mission of EOHHS is to provide effective leadership and management in the development and provision of health and human services that promote health and safety, independence, and quality of life for individuals and families, and communities throughout the Commonwealth of Massachusetts. To know more about EOHHS please visit\: https\://www.mass.gov/orgs/executive-office-of-health-and-human-services

Pre-Hire Process:
A tax & background check will be completed on the recommended candidate as required by the regulations set forth by the Human Resources Division before the candidate is hired. Education, licensure, and certifications will be verified by the Human Resources Division’s Hiring Guidelines.

Education and license/certification information provided by the selected candidate(s) is subject to the Massachusetts Public Records Law and may be published on the Commonwealth’s website.

If you require assistance with the application/interview process and would like to request an ADA accommodation, please click on the link and complete the Reasonable Accommodation Online Request Form.

For questions regarding this requisition, please contact the Executive Office of Health and Human Services Human Resources at 1-800- 510-4122 Ext. #4 

MINIMUM ENTRANCE REQUIREMENTS:

Applicants must have at least (A) five (5) years of full-time or, equivalent part-time, professional, administrative, supervisory, or managerial experience in business administration, business management, public administration, public management, clinical administration or clinical management of which (B) at least one (1) year must have been in a project management, supervisory or managerial capacity or (C) any equivalent combination of the required experience and substitutions below.

Substitutions:

I. A certificate in a relevant or related field may be substituted for one (1) year of the required (A) experience.

II. A Bachelor's degree in a related field may be substituted for two (2) years of the required (A) experience.

III. A Graduate degree in a related field may be substituted for three (3) years of the required (A) experience.

IV. A Doctorate degree in a related field may be substituted for four (4) years of the required (A) experience.

**Salary placement is determined by a combination of factors, including the candidate’s years of directly related experience and education, and alignment with our internal compensation structure as set forth by the Human Resources Division’s Hiring Guidelines. For all bargaining unit positions (non-management), compensation is subject to the salary provisions outlined in the applicable collective bargaining agreement and will apply to placement within the appropriate salary range. 

Comprehensive Benefits

When you embark on a career with the Commonwealth, you are offered an outstanding suite of employee benefits that add to the overall value of your compensation package. We take pride in providing a work experience that supports you, your loved ones, and your future.

Want the specifics? Explore our Employee Benefits and Rewards!

An Equal Opportunity / Affirmative Action Employer.  Females, minorities, veterans, and persons with disabilities are strongly encouraged to apply.

The Commonwealth is an Equal Opportunity Employer and does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, disability, national origin, veteran status, or any other basis covered by appropriate law.  Research suggests that qualified women, Black, Indigenous, and Persons of Color (BIPOC) may self-select out of opportunities if they don't meet 100% of the job requirements.  We encourage individuals who believe they have the skills necessary to thrive to apply for this role.

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