County of Alameda

Diversity, Equity, and Inclusion Director (#0498)

Bargaining Unit: Unrep - Confidential Mgmt (U50)
$79.55-$96.71 Hourly / $6,364.00-$7,736.80 BiWeekly /
$13,788.67-$16,763.07 Monthly / $165,464.00-$201,156.80 Yearly

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DESCRIPTION

Under general direction, directs the work of a Diversity, Equity, and Inclusion (DEI) office reporting to the County Administrator’s Office. The DEI Director will serve as the county’s primary leader and develop and implement a strategic plan that will include vision and mission, core competencies, operating principles, and strategic goals aligned with the County’s Vision 2026 Strategic Plan and supporting action plan. This position will also support supplier diversity; and other duties as assigned.

DISTINGUISHING FEATURES

This single position classification in the County is located in the County Administrator’s Office and reports directly to the County Administrator. The DEI Director will be responsible for leading the County of Alameda as the County moves to more deliberately embrace and advance diversity, equity, and inclusion efforts. The incumbent in this position will direct the team in implementing strategies and initiatives, partner with critical stakeholders to achieve transformational change, and manage and supervise the office of DEI programs, projects, and processes.

In addition, this classification will provide internal consulting services and leadership coaching to departmental lines of business to further department-based strategies that align with County goals, mission and core values for diversity, equity, and inclusion.

EXAMPLES OF DUTIES

NOTE: The following are the duties performed by employees in this classification. However, employees may perform other related duties at an equivalent level. Each individual in the classification does not necessarily perform all duties listed.

Lead role in facilitating the development and implementation of strategies, policies, guidelines, and programs that advance Diversity, Equity and Inclusion across the County.
Plans, organizes, directs, and manages the DEI operations and staff and reports directly to the CAO.
Provides county-wide DEI direction/support/communication and related compliance matters in conjunction with County Counsel and Human Resource Services. Updates the CAO, Board of Supervisors and Department/Agency Heads and other key stakeholders on the trends and best practices related to DEI.
Chairs the DEI Executive Leadership Council and the DEI Departmental Task Force.
Provides support for DEI related initiatives from the Board of Supervisors.
Interacts with all County departments/agencies, to enhance existing programs and support the development of new programs that encourage active engagement and further demonstrates the County’s commitment to DEI.
Establishes relationships and partnerships through collaboration with County departments and agencies, state and regional DEI-focused organizations, community-based organizations, and residents to advance DEI in Alameda County. Attends and participates in organizational and community meetings and committees, as necessary.
Researches and applies for grants and other resources that support advancing DEI work within the County.
Develops and monitors the budget and resources within the DEI office and across departments to assess and evaluate initiatives and programs.
Prepares reports and makes presentations to internal and external stakeholders such as County leadership, employees, Board of Supervisors and impacted community and advocacy groups.
Acts as a thought partner and coordinates with individuals who are overseeing DEI efforts within individual divisions and agencies.
Collaborates with County lines of business in the design, development and implementation of leadership skills training curricula into leadership training programs, classes, eLearning and seminars.

MINIMUM QUALIFICATIONS

Experience:

The equivalent of two (2) years of full-time experience in the class of Diversity, Equity, and Inclusion (DEI) Deputy Director in the Alameda County classified service.

Education:

Possession of a bachelor’s degree or higher from an accredited college or university with a major in either business administration, social welfare, human resources administration, public administration, psychology, or a field closely related to the position.

AND

Experience:

The equivalent of four (4) or more years of professional human resources or related diversity, equity, and inclusion experience working in a senior management/executive level in a public or private setting.

Substitution:

Four (4) additional years of professional human resources or related diversity, equity, and inclusion experience working in a senior management/executive level in a public or private setting will substitute for the bachelor’s degree requirement.

NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.

KNOWLEDGE AND SKILLS

NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the “Example of Duties” section of this specification.

Knowledge of:

Creating culturally competent training programs that develop skills and competencies of employees at all levels of the organization.
Researching, designing, developing, implementing, and evaluating training for diversity, equity, and inclusion classes/programs.
Management principles, practices, and guidelines.
Organizational DEI concepts and best practices, change management, the design, development, and implementation of DEI strategic plans.
Understanding County culture and ability to work well within the structure.
Development of Results Based Accountability metrics for measuring the effectiveness of DEI initiatives.
Excellent writing, public speaking, facilitation, organizational and analytical skills.
Proficient use of computers, office automation, and other department-specific computer applications and technology.
Presentation, group facilitation, communication, and consulting skills.
Project management, including experience managing multiple, concurrent projects.

Ability to:

Demonstrate high emotional quotient and build and maintain trust, credibility, and engagement across a broad and diverse constituency.
Successfully prepare accurate, thorough, and well-organized detailed information.
Take initiative to ensure timely compliance with deadlines and the resolution of pending matters.
Maintain tact, discretion, and confidentiality.

CLASS SPEC HISTORY

NewSpec 0498.docx

RE:sa 08/05/2022

CSC Date: 09/21/2022

BENEFITS

Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being. These benefits include but are not limited to*:

For your Health & Well-Being

Medical – HMO & PPO Plans
Dental – HMO & PPO Plans
Vision or Vision Reimbursement
Share the Savings
Basic Life Insurance
Supplemental Life Insurance (with optional dependent coverage for eligible employees)
Accidental Death and Dismemberment Insurance
County Allowance Credit
Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance
Short-Term Disability Insurance
Long-Term Disability Insurance
Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services
Employee Assistance Program

For your Financial Future

Retirement Plan - (Defined Benefit Pension Plan)
Deferred Compensation Plan (457 Plan or Roth Plan)

For your Work/Life Balance

12 paid holidays
Floating Holidays
Vacation and sick leave accrual
Vacation purchase program
Management Paid Leave**
Catastrophic Sick Leave
Pet Insurance
Commuter Benefits Program
Guaranteed Ride Home
Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts)
Employee Discount Program (e.g. theme parks, cell phone, etc.)
Child Care Resources
1^st United Services Credit Union

*Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement. This provides a brief summary of the benefits offered and can be subject to change.

** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave.