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Furthermore, we believe that racial justice and equity is critical to our mission of preparing students for success in college and beyond. The Talent Recruitment Manager reports to the Director of Talent and is a lead member of the talent team.
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You will play a key role in building the financial runway to allow us to achieve our mission of fueling the economic viability of a multi-racial next generation of sustainable small farms and ranches in Northern California.
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Lead a cross-functional team to lead large, scalable DEI learning programs for all levels of the organization to increase awareness and understanding of racial equity, social equity, allyship and creating an inclusive work environment.
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The Research Team will also implement a fee-for-service program that provides research and equity assessment support to organizations and agencies working to operationalize racial equity in their work.
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While we still have much work to do, we see the path to racial equity and justice as a journey. Staff Scientist/Research Lead will direct/lead daily operations of multi-year evaluations.
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A passion for equity, social and racial justice, and experience implementing equity projects, policy updates, and analysis. Racially Just – Ability to apply anti-racist and Equity, Social and Racial Justice principlesat work.
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SPU is committed to increasing racial equity,diversity,and inclusion through our work. This person will lead behavior change and community engagement work that helps keep Seattle's creeks, lakes, and waterfront clean, while also protecting SPU's wastewater infrastructure.
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We also commit to ongoing alignment of our policies and practices to advance racial equity, inclusion, and freedom of expression. We commit to integrating equity and inclusion into all areas of our work to better serve our mission; when we do, we get closer to the world that we want for our youth.
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For more information on Esri's Racial Equity and Social Justice initiatives, please visit our website here. We understand that diversity, equity, and inclusion is not a destination but an ongoing process.
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We have been on the cutting edge of building the power of low-wage workers in service industries and in leading the fight for social justice on issues such as health care, immigration, racial equity, gender equity, and the environment.
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Through strategic planning, coaching, training, technical assistance, facilitation, mediation, and conflict resolution, this position will lead a process of institutional change that embeds intersectionality, social justice, and racial equity into the ways the caucus functions as a policy-making body, and in the policy the caucus generates.
$8,374 - $14,514 a monthExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Support and lead a dynamic, collaborative, multilingual, culturally diverse work team engaged with family-centered, strengths-based best practices, qualitative and quantitative data-informed innovation, cross-systems partnerships, trauma recovery and healing orientation, and prioritizing a racial equity and social justice lens.
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Leadership in Diversity, Equity, Inclusion, and Racial Justice (DEIRJ). A deep commitment to racial equity in practice and a drive to create equitable solutions with internal and external stakeholders.
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A demonstrated commitment to PPGNY’s mission related to bodily autonomy, health equity, and gender and racial justice. · A demonstrated commitment to learning about and enhancing practices related to racial equity and its impact on healthcare systems.
$115,000 - $125,000 a yearFull-timeExpandApply NowActive JobUpdated 17 days ago - UpvoteDownvoteShare Job
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In partnership with Chief Diversity Officer, support execution of MLT Racial Equity. Reporting directly to the Chief Diversity Officer with a dual reporting line to the Chief Talent Officer, this critical role will lead a high performing team responsible for delivering GIDE consulting, enablement, employee resource group priorities, equity programs and partnerships.
$170,000 - $267,500 a yearFull-timeExpandUpdated 17 days ago
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FEATURED BLOG POSTS
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.