POSITION OVERVIEW (Access posting here)
The position is located in the Council of the District of Columbia and will be responsible for establishing and managing the Council Equity Assessment Program (Equity Program). The Council Equity Coordinator (Coordinator) leads the DC Council’s commitment and strategy to be a diverse, antiracist, equitable, and inclusive organization. S/he/they are responsible for setting and implementing an overarching vision of achieving racial equity for the DC Council —both at the programmatic and administrative levels —that works to eliminate systemic organizational marginalization and promotes inclusion and anti-racist practices that will be evidenced through our structures, customs and leadership. This position requires an inspiring, collaborative, courageous, innovative, and visionary leader with outstanding people and management skills. The Racial Equity Achieves Results Amendment Act of 2020 (Act) requires the Council to perform Racial Equity and Impact Assessments (REIAs) for permanent legislative proposals. To execute this function, the Act also established the Equity Program to ensure racial equity is embedded throughout every facet of the DC Council’s operations. Towards this end, the Coordinator will work collaboratively with other Council staff, Executive Branch staff, the Chief Equity Officer established pursuant to the Act, the Commission on Social Justice, Racial Equity and Economic Inclusion, and community stakeholders to among other functions, develop and execute a REIA process that informs Council decision-making.
The major functions of this position are:
(1) Produces racial equity training materials and providing ongoing racial equity training for Council staff;
(2) Develops a plan and protocol for conducting REIAs for legislation before the Council, including establishing a timeline and process to guide implementation of the REIAs;
(3) Collaborates with the Commission on Racial Equity, Social Justice and Economic Inclusion;
(4) Track the legislative process for new bills, compile and analyze data on disparities by race and ethnicity relative to proposed legislation;
(5) Develops and facilitates a REIA process to anticipate the impact of proposed legislation on racial and socioeconomic disparities, including community stakeholders impacted by proposed legislation in the REIA process;
(6) Analyze legislative and budget programs and policies;
(7) Coordinate research and analyses and offer data informed recommendations and policy advice;
(8) Ensure compliance with the Act’s reporting requirements such as overseeing the publishing of a triennial summary of the Program’s activities and an analysis of the REIAs issued during the time covered by the report.
Other functions of this position include:
• Support leadership in the development and implementation of organizational initiatives, objectives, and strategies related to the advancement of racial equity;
• Coordinate and provide project management support to ongoing initiatives. Manage and track action items and deliverables across multiple racial equity initiatives and working groups; • Conduct and synthesize research on best practices to advance equitable outcomes, and inform the design and implementation of the Council’s racial equity agenda;
• Model the use of racial equity strategies and tools to evaluate programs, policies, and practices with staff and key community partners to improve service delivery;
• Research best practices around racial equity across the nation to assess how they track performance measures and other workload metrics on integrating racial equity into internal policies;
• Establish and maintain effective working relationships with city officials, staff, and community stakeholders, by contributing to mutually beneficial projects, identifying opportunities to collaborate, and attending meetings and events to stay informed of one another’s work;
• Assist in the collection and analysis of data to inform strategies, policies, and programs that will better incorporate racial equity throughout District laws, regulations, and other initiatives.
• The successful incumbent of this position will possess at least a Master’s degree (or equivalent) in a field of study directly related to the functions and activities of the Council of the District of Columbia, such as public policy, public administration, operations research, historical research and comparative methods, general management or other related fields.
• Five – seven years of relevant experience, or equivalent experience which is in or directly related to the line of work of the position and has equipped the applicant with particular knowledge, skills and abilities to successfully perform the duties of the position.
• Experience and familiarity with DC Government including familiarity with the DC Council’s legislative process and the Executive rulemaking process.
• Experience with strategic planning, process improvement, performance management, and/or program evaluation.
• Experience working with stakeholders, organizations, or local governments with an explicit focus on helping them build racial justice and equity programs.
• Experience working directly with people from diverse racial, ethnic, and socioeconomic backgrounds.
• Experience with racial equity/diversity and inclusion initiatives in large organizations
• Familiarity with, and understanding of, DC government municipal operations and agencies.
• Understanding of structural and institutional inequity and proven ability to analyze programs and policies to address them
How to Apply: Incomplete application packages will not be considered. If you have previously submitted a cover letter and resume for this position, you need not resubmit those items.
A. Please submit cover letter and resume electronically to email@example.com and include “Council Equity Coordinator” in the subject line.
B. Provide an analytical response of no more than two single-spaced pages (total) to a current policy or policy proposal related to health reform, economic justice or affordable housing in Washington, DC using the following questions:
1. What issue, policy, regulation, program, practice or budget will you analyze (from this point on referred to as “policy/issue”)? What is the racialized history associated with this policy/issue?
2. How are people of color disproportionately and adversely impacted by this policy/issue?
3. Describe the specific impact on different communities of color.
4. Are stakeholders from different racial/ethnic groups – especially those most adversely impacted – leading the development of proposals to address the policy/issue?
5. How can organizations develop authentic and accountable relationships with communities of color, including helping to build community members’ awareness of the systems of power that need to be interrupted to gain racial equity?
6. Based on the above analysis, how will the policy/issue that you selected for analysis reduce or eliminate racial inequity?
7. What policy/issue should be considered alongside or instead of the policy/issue that you selected for analysis to maximize positive impact?
8. What are the possible unintended consequences and/or sources of backlash if positive impact were to be maximized? Who might be negatively affected and how could these unintended consequences be minimized?
9. What are the provisions that should be considered to ensure adequate funding, data collection, stakeholder leadership and public accountability?
SALARY AND BENEFITS:
The Council of the District of Columbia offers a compensation package that includes a competitive salary; medical, dental, and vision coverage; long- and short-term disability program; a 457(b) program with a 3 percent employer match and a 5 percent entirely-employer funded contribution; 13 to 26 days of annual leave, based on years of employment; 13 days of sick leave; 8 weeks of paid family leave; 11 paid holidays; subsidized public transportation and bikeshare membership; subsidized use of an off-site gym. The Council is a Public Service Loan Forgiveness Program qualified employer.
An appointee to the Excepted Service is required to be domiciled in the District of Columbia at the time of his or her appointment, or become a domiciliary of the District of Columbia within 180 days of appointment, and shall maintain such domicile during the period of appointment. (D.C. Official Code §§ 1- 609.06(a) and 1-610.59; and 6 DCMR B 305.)
Pursuant to the requirements of the Drug-Free Workplace Act of 1988, the individual selected to fill this position will, as a condition of employment, be required to notify his/her immediate supervisor, in writing, not later than five (5) days after conviction of or a plea of guilty to a violation of any criminal drug statue occurring in the workplace.
The District of Columbia government is an equal opportunity employer. Equal Opportunity Employer: All qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, or political affiliation.
NOTICE OF NON-DISCRIMINATION:
In accordance with D.C. Human Rights Act of 1977, as amended, D.C. Official Code, Section 2-1401.01 et. seq., (Act) the District of Columbia does not discriminate on the basis of actual or perceived: race color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, matriculation, political affiliation, genetic information, disability, source of income, or place of residence or business. Sexual harassment is a form of sex discrimination which is also prohibited by the Act. In addition, harassment based on any of the above protected categories is prohibited by the Act. Discrimination in violation of the Act will not be tolerated. Violators will be subject to disciplinary action. Council of the District of Columbia