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Director of EEO, Equity and Inclusion

Job Organization: 
Sound Transit
Job Location: City: 
Seattle
Job Location: State: 
WA (Washington)
Job Description: 

ABOUT SOUND TRANSIT
Sound Transit plans, builds and operates express bus, light rail and commuter rail services in the Puget Sound region. The Sound Transit District is home to 52 cities and more than 40% of Washington State’s population. In 2016, Sound Transit will provide nearly 34 million rides on its trains and buses.
The initial phase of the regional mass transit system, called Sound Move, was approved by voters in 1996. The second phase, Sound Transit 2 (ST2), was approved in 2008. Under these plans, the regional light rail system will more than double in length from just over 20 miles today to over 50 miles by 2023. Service is also increasing on the 83-mile Sounder commuter rail line from Everett to Lakewood, and ST Express buses continue to serve major highways in the region.
Even with these improvements, transportation continues to be one of the area’s biggest challenges with approximately 800,000 more people expected to call this region home by 2040. Also by 2040 the region will support 800,000 new jobs. In the past year alone, the region’s population grew by 52,000 people – making daily commutes longer and more congested.
In response, Sound Transit 3 provides the next phase of high-capacity transit improvements for central Puget Sound. With the recent passage of this $54 billion ballot measure the light rail system will more than double again to 116 miles with over 80 stations.
Sound Transit is changing the way the region moves and is seeking a Director of EEO, Equity and Inclusion to advance Sound Transit’s commitment to respecting & valuing diversity. The Director will deliver on this mission by serving as a resource and liaison for all employees on issues of equality through education, outreach, and advocacy.

ABOUT THE POSITION
Reporting to the Chief Executive Office, the Director of EEO, Equity and Inclusion will serve as Sound Transit’s EEO Officer. Under minimal direction the role will provide planning, program management and development of Sound Transit’s Equity & Inclusion Strategy, EEO Program, defining and implementing appropriate measurement tools, and provide strategic counsel to the Agency’s Executive Leadership Team. The Director will develop, interpret, and analyze policies and provide educational programming in the areas of Equal Employment Opportunity, organizational cultural change, recruitment and retention of a diverse workforce, and development of cultural competency. The Director will also review, monitor and audit to ensure compliance with State and Federal regulatory and policy requirements. This critical leadership position is responsible for achieving Sound Transit’s goal of growing and sustaining a diverse and inclusive working environment.

ESSENTIAL FUNCTIONS
Equity & Inclusion Strategy:
• Lead the development of a multi-pronged diversity and inclusion strategy that supports a learning organization with a high-performing culture.
• Develop and support organizational policies and practices that advance a climate of inclusion.
• Continually evaluate the diversity and inclusion strategy to ensure it is relevant to current business landscape and that is supports Sound Transit’s mission.
• Develop and manage the implementation of the strategy across all business areas and engage the Executive Leadership Team as co-owners of the strategy.
• Identify and implement key diversity initiatives with a focus on building an inclusive culture while hiring, developing, and retaining diverse talent as a top priority, increased employee engagement and the articulation of an employee value proposition on diversity.
• Collaborate with Human Resources and senior leaders to integrate diversity and inclusion strategy into workforce strategy, to include STEM, Generational and Higher Education initiatives.

EEO Program Management:
• Develop the EEO policy statement and a written EEO program; develop and recommend guidelines and procedures to implement the EEO program.
• Assist management in collecting and analyzing employment data, identifying problem areas, setting goals and timetables, and developing programs to achieve goals; lead adverse impact analyses, compliance efforts and action plans to address issues or opportunities.
• Design, implement, and monitor internal audit and reporting systems to measure program effectiveness and to determine where progress has been made and where further action is needed.
• Report regularly to the CEO on each department’s progress in relation to the agency’s goals.
• Review the agency’s nondiscrimination plan with all managers and supervisors to ensure that the policy is understood and is followed in all HR activities.
• Serve as liaison between the agency, Federal, state, county, and local governments, regulatory agencies, minority, women, disability organizations, and other community groups.
• Assist in recruiting minority, disabled and women applicants and concur in all hires and promotions.
• Design, implement and monitor ADA requirements, accommodations and reporting.
• Investigate complaints of discrimination; develop an investigative plan; intake complaints and assess appropriate resolution process and procedural protocol to be followed; maintain accurate, thorough, and confidential investigatory records and reports of findings.
• In conjunction with human resources, periodically review employment practices policies (e.g., hiring, promotions, training), complaint policies, grievance procedures, and union agreements.

Education, Training & Reporting:
• Provide EEO, diversity and inclusion training for employees and managers.
• Identify, recommend and facilitate learning and development offerings that have enterprise-wide application to achieve measureable long-term behavior change, particularly in the awareness and demonstration of inclusive behaviors and cultural competency.
• Manage Leadership Forums, Community Frameworks and the overall framework of Employee Resource Groups to further promote inclusion and diversity education and awareness that improves employee engagement and retention
• Track, analyze and communicate key diversity success metrics and demographic trends generally and within our industry and recommend programs/solutions.
• Provide data and analysis on employee representation, retention, engagement, and other related metrics, including ongoing focus on assessing success of inclusion and diversity efforts.
• Leverage data and metrics to ensure effective implementation and measurement.

Strategic Influence & Communication:
• Work closely with partners across the Agency and in the industry to introduce and embed best practices to achieve collective EEO, Diversity and Inclusion goals.
• Increase level of awareness, commitment and strategic action to attract/develop/retain diverse talent across the enterprise by analyzing and presenting talent demographics, monitoring data trends, engaging leaders and gaining their commitment to participate in diversity and inclusion initiatives.
• Provide fact-based insights to assist in the transformation of talent management strategies to effectively integrate diversity and inclusion.
• Work in collaboration with HR and company leaders and to foster an environment of diversity and inclusion.
• Develop relationships with regulators and manage compliance; coordinate with Legal team as necessary; build relationships with other transit agencies and external organizations to share best practices and bring back new innovative opportunities to the organization.
• Partner with the HR Leadership Team to embed inclusion and diversity practices into enterprise and brand talent management strategies, including but not limited to talent acquisition, talent review, training and development, and succession planning.
• Consult and collaborate with supervisors and managers to foster diversity and inclusion within their programs; coach managers and supervisors around diversity related issues with their programs and team members.
• Consult with the Director of Communications to develop a process for communicating with employees, external stakeholders, and referral sources to create authentic messages regarding Sound Transit’s commitment to Diversity and Inclusion.

THE IDEAL CANDIDATE
Sound Transit is seeking a credible and unifying leader of equity and inclusion who is able to see a changing world from divergent perspectives.

The preferred candidate will have skills, abilities, experience and demonstrated success in the following areas:
• Strategic vision of diversity and inclusion as an organization-wide business partner.
• Demonstrated passion for diversity and inclusion, and an ability to inspire and engage others; strong understanding of the benefits of an inclusive culture as a competitive advantage.
• Committed to fairness, inclusion, equity and respect for all people.
• Cultural competency that enables effective working relationships in cross-cultural situations.
• Committed to work and value that diversity and cultural competency brings to Sound Transit.
• Sensitivity to, and an awareness of, the varied ways in which discrimination occurs.
• Total commitment to EEO goals and objectives.
• Knowledge of civil rights laws, policies, rules, regulations, and guidelines.
• Champion of workforce equity and diversity.
• Collaboration, customer service and partnership building skills.
• Results-driven orientation with a demonstrated ability to develop strategies, plans, research and programs on diversity that utilize best practices in the field.
• Transparent, honest and accessible.
• Creative problem solver, bringing fresh ideas and a progressive approach.

DESIRABLE QUALIFICATIONS
Bachelor’s Degree and at least eight years of progressive leadership and management experience related to EEO/AA and/or other Diversity related responsibilities. Master’s degree or SHRM certification is a plus.

Sound Transit values workplace diversity and seeks to create an environment and culture that embraces employee differences. You will find an exceptionally diverse group of people at Sound Transit with regard to culture, beliefs, communication styles, and life and work experiences. The new Director will be expected to continue to support and build upon a diverse and inclusive workplace culture.

COMPENSATION
The midpoint of the hiring salary range for this position is $145K. Benefits include comprehensive medical, dental, vision, life insurance, and long-term disability insurance; a 401A retirement plan; holiday, vacation, and sick leave; employee assistance program; ORCA transit pass and guaranteed ride home.

Sound Transit is an equal opportunity employer. All qualified applicants are considered in accordance with applicable laws prohibiting discrimination on the basis of race, religion, color, gender, age, national origin, sexual orientation, physical or mental disability, marital status, or veteran status or any other legally protected status.

LIVING IN THE PUGET SOUND REGION
Spectacular natural surroundings, world-class education systems, thriving urban centers, vibrant neighborhoods, and a lively arts and cultural scene are just some of what makes Puget Sound a great place to live and work. Ringed by snow-capped mountain peaks, crisscrossed by waterways, home to urban centers, small cities, and vibrant neighborhoods, the Puget Sound region is a commercial center and a major hub for Trans-Pacific and European trade. Some of the world’s most successful and innovative companies are based here, including Boeing, Microsoft, Starbucks, Amazon, Costco, Paccar, Weyerhaeuser, and Nordstrom. Outdoor activities are especially plentiful given the area’s natural beauty and mild climate. Hiking in the Olympic or Cascade Mountains, kayaking in Lake Union, or cycling on one of the many rails-to-trails paths are just a few of the options available. Washington is viewed as a progressive and innovative state where people are outgoing and friendly.

How To Apply (Optional): 

APPLICATION PROCESS
Persons interested in this job must submit a cover letter, salary history, and current resume by visiting www.karrasconsulting.net and clicking on “view open positions.”

If you have questions regarding this announcement, please call Marissa Karras at 360-956-1336. The position will remain open until filled; however the screening process will move quickly. In order to be considered for the first round of interviews please submit your application materials as soon as possible but no later than August 24th, 2017.