Diversity, Equity and Inclusion Program Manager
Who We Are:
The Institute for Defense Analyses (IDA) is a private, nonprofit corporation headquartered in Alexandria, Virginia, just outside Washington, DC. IDA's mission is to answer the most challenging U.S. security and science policy questions with objective analysis leveraging extraordinary scientific, technical, and analytic expertise. IDA operates three Federally Funded Research and Development Centers (FFRDC's).
Why Work for IDA?
Do you want to play an instrumental role in leading diversity, equity and inclusion (DEI) strategies for a premier organization? We are seeking a highly skilled, versatile, and strong individual to join our team as IDA's DEI Program Manager who will lead the execution of IDA's DEI strategy and deliver on the DEI initiatives at the ground level. The DEI Program Manager will serve as a catalyst to leverage best practices to promote a culture of awareness and inclusivity. This position will partner cross-functionally as well as with executive leadership to realize our DEI strategy, build actionable tools and create resources to ensure a work environment where all employees feel they belong and can do their best work. The DEI Program Manager will collaborate closely with the DEI Working Group and HR Director to ensure alignment between the business practices and the DEI goals and objectives.
Primary Responsibilities:
The DEI Program Manager is responsible for directing the day-to-day operations of DEI activities and to drive key DEI initiatives throughout the organization in an effort to translate our strategy and culture into an impactful employee experience. This position is accountable for employee engagement, training, developing, and implementing policies and procedures to ensure an inclusive and effective work environment.
- Champion diversity, equity, and inclusion awareness across IDA and play an integral role in steering cultural change related to DEI.
- Serve as the DEI subject matter expert by providing guidance to executive management and staff about DEI best practices.
- Lead transformation and change management programs within DEI, while playing a key role in establishing ERGs, leading DEI Working Group, and inspiring leaders and people managers as it relates to DEI.
- Lead implementation and own overall management of our Employee Resource Groups (ERGs) program; inclusive of communication planning, stakeholder management, program development for heritage months and observations days.
- Use influence to drive engagement and accountability for the organization's culture and DEI landscape.
- Drive the promotion of teamwork within and between departments to promote a respectful environment; participate and/or leads and facilitates DEI process improvements as needed.
- Exhibit compassion, vulnerability, and empathy when working with employees and advancing IDA's DEI goals.
Strategy
- Lead and drive the IDA diversity and inclusion strategy and programs to enhance the employee experience. Create a work environment that fosters respect, positive morale, and high employee engagement.
- Direct, develop and implement strategic and operational projects and processes either through independent/highly autonomous work or through the facilitation of work teams to enable the effective and efficient completion of DEI goals.
- Set priorities and functional standards, giving advice and leadership to ensure the best possible delivery of service and high employee satisfaction.
Communication
- Consistently maintain a level of communication with leadership and staff to ensure execution of DEI initiatives is aligned with the core values.
- Provide leadership and communication to maintain an engaged and effective DEI working group by conducting regular meetings.
- Lead conversations to broad audiences and navigate crucial conversations regarding underrepresented communities, privilege, and equity.
Collaboration/Partnership
- Act as a strategic partner, consultant, and coach to leaders, employees, members of the DEI Working Group, Employee Resource Groups, and key stakeholders to scale our culture, integrate DEI initiatives and make progress on our strategic DEI goals.
- Identify opportunities and take action to build strategic relationships with all departments.
- Partner with HR and leadership across the organization to embed DEI into every aspect of the employee journey.
- Build relationships and execute programming with internal teams and external organizations focused on empowering underrepresented groups.
- Partner with HR and the leadership team to assess the efforts on DEI programs, establish best practices, and identify programs and plan to remove barriers that affect staff recruitment, retention and advancement.
- Collaborate across the organization to enhance the DEI recruiting pipelines and partnerships.
Education
- Collaborate with HR to provide awareness training on unconscious bias/anti-racism of all staff.
- Create and direct DEI partnerships and educational opportunities to enhance employee development and education.
- Identify implicit associations that may lead to discrimination, inequality, and exclusion; collaborate with HR to present effective techniques to help managers and employees overcome stereotypes and biases.
Metrics
- Identify metrics that will evaluate IDA's progress in achieving the organization's DEI goals.
- Continuously evaluate DEI programs to ensure improvement to drive an inclusive and equitable culture.
- Partners with HRIS team to monitor and analyze workforce demographic data, understand trends and reports progress to necessary stakeholders.
- Benchmark existing industry solutions and develop new tools and programming in highly innovative ways to support the diversity strategy.
- Develop and manage DEI budgets, approvals, ensuring operation in a cost-effective manner.
- Conduct analysis and prepare reporting of investment in DEI programming including training, leadership development, outreach and recruitment, Employee Resource Group (ERG) funds, educational program support and other expenditures.
External
- Work with HR and Corporate Communications colleagues to build employer brand and recruiting and marketing strategies that align with IDA's values of diversity and inclusion.
- Serve as a key liaison to local and state DEI working groups and attend networking events to increase IDA's presence, reputation and impact in the professional community.
Other
- This job description is not intended to be all inclusive; the employee will also perform other reasonably related business/job duties as assigned.
What Will You Need?
You should not only be passionate about delivering DEI solutions, but also motivated with driving meaningful results that ultimately impact our employees and sponsors.
- Education -- BS/BA degree required; graduate degree in relevant field is preferred.
- Experience -- Minimum of 10 years of progressively responsible experience in HR, diversity, equity, and inclusion, with at least three of which must have been in developing, managing, and leading programs/initiatives. Experience in a research, academic, professional services, or government contracting environment is preferred.
- DEI, SHRM or HRCI certification preferred.
- Demonstrated understanding and application of the concepts related to diversity, equity and inclusion, as well as the contexts and cultures within organizations that impact the implementation and management of effective change efforts.
- Demonstrated ability to influence and guide organizational change to achieve solutions to meet organization's DEI objectives. Strong collaborator and influencer with the ability to reach beyond the immediate scope to influence and lead change initiatives with multiple senior stakeholders.
- Experience effectively partnering, motivating, and influencing senior leadership, stakeholders and employee groups to build effective DEI programs and initiatives; including to inform and guide the direction of inclusive recruitment and talent development with near- and long-term perspectives.
- Strong analytical skills and the ability to think strategically and programmatically. Experience in creating metrics and analyzing data to inform, influence, and communicate. Demonstrated history designing and deploying data-driven, DE&I programs that drive impact across various identities, regions, and job functions.
- Strong project management skills. Ability to create project plans, set milestones, delegate tasks, and track progress. Demonstrated history of project/program management skills with demonstrated good judgment, innovative thought-leadership, and creativity.
- Highly effective communicator (verbal and written) with the ability to clearly and concisely articulate complex ideas, unique concepts, and proposals to engage employees and leaders. Ability to develop and deliver presentations to a wide range of audiences. Experience with facilitation and internal/external presenting.
- Highest level of integrity in managing confidential and sensitive information.
- Knowledge and familiarity with state and federal employment laws and regulations.
- Successful completion of a criminal background check is required.
U.S. Citizenship is required
Ability to obtain and maintain a security clearance is required
IDA is an equal opportunity employer committed to providing a fair recruiting process and working environment free from discrimination. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identify, national origin, disability or protected veteran status. Click here to learn more about IDA's commitment to diversity, equity, and inclusion.