Manager of Equity & Inclusion

We9re looking for a Manager of Equity & Inclusion to help shape the future of employee experience at PROVAIL. This is an opportunity to influence organizational culture, coach leaders, design meaningful learning experiences, and embed equity, inclusion, and belonging into the way we work every day. Equity is our vision - the world we9re trying to build. Inclusion is our strategy - the practices and decisions that get us there. And belonging is how we9ll know it9s working - the measure of whether people experience PROVAIL the way our vision promises.

Working alongside a collaborative People & Culture team, you9ll help create an environment where every employee feels connected, supported, and able to do their best work. If you9re passionate about building inclusive workplaces and creating lasting organizational change, we9d love to hear from you.

This is a full-time, weekday position (Monday-Friday, typical business hours), with occasional evening or weekend flexibility based on participant or employer needs. The Manager of Equity & Inclusion is expected to work onsite at PROVAIL9s headquarters at least two days per week and attend in-person meetings as needed.

What we offer:

• Competitive pay, $83,000 - $86,000 per year, DOE
• Comprehensive medical, dental, vision insurance with highly subsidized employer contribution for the employee. Dependent coverage for qualified family members is available.
• Employer Funded Health Reimbursement Account (HRA) when enrolled in a medical plan.
• Flexible Spending Accounts (FSA) - Health Care and Dependent Care
• Employee Assistance Program
• 104 hours paid vacation plus incremental increases based on years of service
• Twelve paid personal holidays
• 403(b) retirement plan
• Referral bonus program
• Monthly cell phone stipend and mileage reimbursement
• Extensive paid training and professional development opportunities

ESSENTIAL DUTIES:

Equity Strategy Development: (25%)

• Serves as an internal consultant to the Executive Leadership Team on equity-related strategy and org culture.

• Identify patterns of inequity in employee experience (e.g., hiring, onboarding, performance, conflict, retention) and recommend targeted interventions.

• Support the development and implementation of equity-centered practices, tools, and frameworks across People & Culture systems.

• In partnership with CPIO, develop key indicators of racial equity and inclusion and implement a tracking system for progress and reporting.

• Partner with the Manager of Accessibility & Leaves to co-lead equity, inclusion, and belonging (EIB) initiatives that integrate equity and access across the organization.

• Act as a liaison between organizations and external community partners to advance equity, inclusion, and accessibility efforts. Represent PROVAIL at events, serving as an advocate and champion within the disability justice community.

New Employee Orientation & Onboarding Experience (20%)

• Facilitates PROVAIL9s bi-weekly New Employee Orientation sessions.

• Collaborates with presenters and subject matter experts to ensure a smooth onboarding experience that sets new employees up for long-term success.

• Continuously improve new employee orientation with a strong focus on equity, inclusion, and organizational values.

• Ensure onboarding content introduces expectations around inclusive behavior and accountability.

• Partner with departmental leaders to embed equity principles throughout the onboarding experience.

• Evaluate onboarding effectiveness and adjust content to improve engagement, clarity, and inclusion.

Training, Facilitation & Capacity Building (20%)

• Design and deliver training programs for all staff levels, addressing implicit bias, communication, inclusive leadership, and restorative conflict engagement.

• Facilitate workshops and discussions that are interactive, reflective and relevant to PROVAIL9s workforce.

• Partner with the Manager of Accessibility and Leaves to integrate accessibility and disability inclusion into all learning initiatives.

• Solicit feedback from staff on the effectiveness of training; review and update education efforts as needed.

• Create practical tools, guides, and resources that managers and staff can apply in their day-to-day work.

• Participate in learning opportunities related to EIB and cultural responsiveness.

Manager Coaching & Conflict Resolution (20%)

• Coach managers to effectively navigate employee conflict using equitable, trauma-informed, and restorative approaches.

• Support managers in addressing team dynamics, giving feedback, and holding employees accountable in ways that align with organizational values.

• Provide consultation on complex or sensitive situations involving interpersonal conflict, equity concerns, or cultural differences.

• Build manager capability to 44contain45 conflict-creating conditions for direct, respectful dialogue rather than avoidance or escalation.

Employee Engagement & Culture Building (5%)

• Facilitate conversations and forums that encourage dialogue, learning, and connection across differences.

• Support initiatives that strengthen EIB across teams and locations.

• Serve as a visible and approachable resource for employees seeking guidance or support related to EIB.

Cross-Functional Collaboration & Communication (5%)

• Partner with People & Culture, leadership, and other partners to align messaging, training, and practices.

• Communicate clearly about EIB initiatives, expectations, and available resources.

• Use inclusive communication practices and support accessibility for colleagues, clients, and visitors.

• Support organizational change efforts by ensuring EIB considerations are integrated into implementation strategies.

• Assist in culture / climate concerns and personnel matters that have equity-related considerations.

Data Analysis and Reporting (5%)

• Collect and analyze data on employee demographics, diversity, and inclusion metrics to identify trends and areas for improvement.

• Prepare regular reports for senior leadership on equity progress and key findings.

Other Duties

• Other duties as assigned

REQUIREMENTS:

The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

Minimum Qualifications:

• Associates or 3 years experience in Human Resources, organizational development, or dedicated equity and inclusion work.

• Preference will be given to candidates who possess a bachelor9s degree in a relevant field (HR, organizational development, education, public policy, or related) or 5 years of relevant experience, with at least 3 years specifically in equity, inclusion, or organizational development work.

• Must be able to travel between work sites, attend off-site meetings, and efficiently meet with clients and business partners in the community as required to fulfill job responsibilities.

• Must be able to pass a criminal history background check.

• Lived experience and experience working with individuals with disabilities in a community setting is preferred.

Required Skills & Competencies

Communication: Demonstrates the ability to communicate effectively, both orally and in writing, with all levels within the organization and with external customers. Demonstrates excellent interpersonal skills, listens actively, and conveys information clearly.

Cultural Competency and Humility: Demonstrates a commitment to equitable, inclusive, and respectful practices in all interactions. Exhibits an openness to learning from diverse cultural perspectives, lived experiences, and communication styles.

Innovation Orientation: Identifies and implements improvements to systems, processes, or services that increase efficiency, quality, or equity.

Integrity: Consistently upholds confidentiality, ethical standards, and professional boundaries. Builds and maintains supportive relationships while safeguarding the emotional and physical well-being of others.

Quality Orientation: Maintains high standards for accuracy, thoroughness, and continuous improvement.

Stress Tolerance: Maintains composure, focus, and effectiveness under pressure or adversity. Performs well when faced with a time frame, workload, adversity, disappointment, or opposition stressors.

Technical Expertise: Possesses and applies the specialized knowledge and skills required to perform effectively in one9s role. Comfortable using Microsoft Office (Windows environment), Google Workspace, and other digital tools to manage information, track progress, collaborate with team members, and support service delivery.

PHYSICAL REQUIREMENTS

The physical demands described below are representative of those required to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

This role requires the ability to sit, stand, and/or walk for extended periods, communicate effectively with others verbally & in writing, lift and carry items up to 25 pounds, and operate computer hardware and related systems.

The position requires sufficient visual and hearing abilities to perform job duties safely and effectively, including close and distance vision, color vision, peripheral vision, depth perception, ability to adjust focus, and the ability to hear and respond to verbal communication and environmental sounds. The position also requires frequent standing, walking, bending, and reaching

WORKING CONDITIONS

Work involves frequent interaction with people in dynamic and, at times, unpredictable situations. Employees must be able to assess and adapt in real time.

• Engage in and respond to difficult or sensitive conversations with participants, residents, clients, family members, coworkers, supervisors, and external partners.

• Maintain clear, consistent, and professional boundaries, even in emotionally charged situations.
  Navigate ambiguity, competing needs, and changing priorities.

• Demonstrate emotional regulation, sound judgment, and professionalism under stress.

• Acknowledge that discomfort may occur and remain effective while upholding organizational values and expectations.

• Adherence to all agency safety protocols, including infection control, incident reporting, and emergency response procedures.

• Participation in required trainings (e.g., de-escalation, CPR/First Aid, workplace safety).
• Use of personal protective equipment (PPE) as required by role or setting.

PROVAIL is committed to diversity & inclusion and continually working to build an organizational culture and climate in which every voice is valued, staff have a sense of belonging and connection with one another and to the organization, and staff feel empowered to do their best work. We specifically encourage people of color, individuals who identify as LGBTQ and individuals with disabilities to apply for this position.