Manager of Equity & Inclusion

PROVAIL•Shoreline, WA

20h•$83,000 - $86,000•Hybrid

About The Position

At PROVAIL, we believe everyone deserves the opportunity to live a meaningful life in their home and community. For more than 80 years, we've partnered with people with disabilities to remove barriers, expand opportunities, and champion inclusion. We bring that same commitment to our employees by creating a workplace where people feel valued, respected, and empowered to thrive. We're 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 we're trying to build. Inclusion is our strategy — the practices and decisions that get us there. And belonging is how we'll know it's working — the measure of whether people experience PROVAIL the way our vision promises. Working alongside a collaborative People & Culture team, you'll help create an environment where every employee feels connected, supported, and able to do their best work. If you're passionate about building inclusive workplaces and creating lasting organizational change, we'd love to hear from you.

Requirements

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 bachelor’s 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.
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.
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.
Identifies and implements improvements to systems, processes, or services that increase efficiency, quality, or equity.
Consistently upholds confidentiality, ethical standards, and professional boundaries. Builds and maintains supportive relationships while safeguarding the emotional and physical well-being of others.
Maintains high standards for accuracy, thoroughness, and continuous improvement.
Maintains composure, focus, and effectiveness under pressure or adversity. Performs well when faced with a time frame, workload, adversity, disappointment, or opposition stressors.
Possesses and applies the specialized knowledge and skills required to perform effectively in one’s 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.

Nice To Haves

Bachelor’s degree in a relevant field (HR, organizational development, education, public policy, or related)
5 years of relevant experience, with at least 3 years specifically in equity, inclusion, or organizational development work.
Lived experience and experience working with individuals with disabilities in a community setting

Responsibilities

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.
Facilitates PROVAIL’s 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.
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 PROVAIL’s 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.
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 “contain” conflict—creating conditions for direct, respectful dialogue rather than avoidance or escalation.
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.
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.
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 as assigned

Benefits

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