Internal Equity Manager

The Internal Equity Manager leads the day-to-day operations of the Internal Equity Team within the Inclusion, Diversity, Equity, and Accessibility (IDEA) Subdivision.

Reporting to the IDEA Director, this position supervises the Internal Equity Consultants and is responsible for managing internal equity consulting, organizational assessments, workplace culture and climate initiatives, and equity-centered learning and engagement. The Manager sets priorities, manages resources, and ensures the team's work is coordinated, responsive to organizational needs, and focused on meaningful improvement.

The ideal candidate brings strong people leadership, equity expertise, organizational consulting experience, and the ability to navigate complex workplace dynamics. This position works closely with department leaders, Human Resources, Learning & Development, Strategy & Evaluation, and other organizational partners to strengthen equitable practices and support organizational change.

Key responsibilities include:

• Lead and supervise the Internal Equity Team, including staff development, performance management, workload planning, coaching, and accountability.
• Manage the Internal Equity portfolio, including work plans, budgets, contracts, resources, project timelines, performance measures, and reporting. Evaluate services and recommend changes based on organizational priorities, effectiveness, and capacity.
• Manage DPL's internal equity consulting services, including establishing priorities, assessing requests, determining service levels, coordinating consultant assignments, and supporting departments with equity-centered organizational change.
• Partner with department leaders to identify inequitable practices, strengthen decision-making, and integrate equity into workplace policies, processes, and organizational changes.
• Oversee individual, team, and organizational assessments facilitated by the IDEA team, including the Intercultural Development Inventory (IDI), Intercultural Conflict Style (ICS), EQ-i, and other developmental tools. Collaborate with Learning & Development to establish processes for their use and ensure findings inform development and organizational improvement.
• Support culture and climate improvement efforts by working with Internal Equity Consultants to share relevant assessment findings with departments, identify areas for improvement, and support leaders in developing and implementing action plans.
• Oversee IDEA's response to staff equity and workplace concerns, providing consultation, identifying recurring or systemic issues, and coordinating with Human Resources and other appropriate partners while maintaining clear roles and responsibilities.
• Lead the implementation and ongoing development of DPL's equity learning competency framework, including learning pathways, leadership development, and opportunities for staff to apply equity competencies in their daily work. Partner with Learning & Development to integrate competencies into organizational learning.
• Oversee internal equity learning and engagement opportunities, including facilitated dialogues, equity-centered staff learning, affinity groups, and the IDEA Advisory Council.
• Use qualitative and quantitative information from consulting engagements, assessments, staff feedback, and culture and climate work to identify trends, evaluate progress, and recommend improvements.
• Collaborate across the IDEA Subdivision and with organizational partners to coordinate priorities, strengthen shared accountability, and ensure internal equity efforts support DPL's broader strategic goals.

Our ideal candidate has the following experience, skills, and characteristics:

• Demonstrated experience leading and developing teams, including supervising professional staff, managing competing priorities, coaching, and fostering a culture of inclusion, shared accountability, and continuous learning.
• Deep knowledge of inclusion, diversity, equity, and accessibility (IDEA), including how identity, power, privilege, oppression, and systemic inequities shape workplace experiences, organizational policies, and decision-making.
• Experience applying equity-centered organizational change practices to identify systemic barriers, challenge inequitable structures, and support sustainable changes in organizational culture and operations.
• Experience providing equity-centered organizational consulting and advising leaders and teams on equitable decision-making, workplace culture, leadership practices, and organizational improvement.
• Experience developing or implementing equity learning competencies, leadership development, or professional learning that helps staff and leaders apply equity principles in their everyday work.
• Experience leading and managing equity initiatives, including setting priorities, overseeing budgets and resources, evaluating effectiveness, and aligning services with organizational needs and capacity.
• Experience using qualitative and quantitative data, organizational assessments, and employee feedback to examine inequities, identify systemic patterns, and inform equity-centered improvements.
• Strong facilitation, communication, and relationship-building skills, including the ability to engage across differences, facilitate difficult conversations, and support reflection, learning, and accountability.
• Ability to navigate resistance, complex workplace dynamics, and sensitive equity concerns with sound judgment, cultural humility, discretion, and a commitment to accountability and meaningful change.
• A commitment to equity-minded leadership, ongoing self-reflection, shared power, and building organizational capacity to advance equity as a shared responsibility.

• Bachelor's Degree in a related field based on a specific position(s).
• Three (3) years of experience at the type and level of functional or operational management, which must have included management of professional individual contributors.

• One (1) year of the appropriate type and level of experience may be substituted for each required year of post-high school education.

• Experience leading equity-centered organizational change initiatives in complex organizations, particularly within public service, government, education, or other mission-driven environments.
• Experience applying frameworks or approaches such as equity-centered change management or other systemic approaches to advancing organizational equity.
• Experience using equity-focused organizational assessments or developmental tools.
• Experience developing or implementing equity learning competency frameworks or other structured approaches to building equity-centered leadership and organizational capacity.