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IYT’s vision is a nation where young men of color are overrepresented in higher education, underrepresented in the criminal justice system and are leaders in their communities. In this role, the Program Director will build new and existing partnerships in the Bay Area, specifically in San Francisco, Oakland, Marin, San Leandro and surrounding areas while overseeing the successful implementation of core services, staff development and program fidelity across all sites.
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Oakland Rising’s partner organizations include: Asian Pacific Islanders for Environmental Justice (APEN), Causa Justa/Just Cause (CJJC), Communities United for Restorative Youth Justice (CURYJ), East Bay Alliance for a Sustainable Economy (EBASE), Ella Baker Center for Human Rights, Mujeres Unidas y Activas (MUA), Parent Voices Oakland (PVO), and St. Mary’s Center.
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We will consider experience in law school clinics, internships or externships addressing criminal justice issues, or experience as a paralegal working in criminal law). The Managing Attorney will collaborate with the Executive Director on developing new avenues for applying our program to scale services and will be The Access Projects representative in coalition-wide efforts to improve post-conviction remedies and access to justice.
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Equally important, preferred candidates will possess knowledge and understanding of racial justice, social equity, racial and cultural difference, systemic and institutional racial bias, and sensitivity to issues concerning communities of color, as well as other diverse groups.
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Working for racial justice requires close attention to educational systems and policies, and working to eliminate racism is critical to the educational success of all students. Oakland Unified has received substantial funding to support pathway programs including tuition and debt relief for selected middle school teachers, Special Education teachers, and for pathway programs, including Classified-to-Teacher, Maestr@s, and the After-School-to-Teacher programs.
$62,695.25 - $109,878.22 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Commitment to human-centered social and racial justice work and a desire to make an impact in our community and beyond. The Community Partnership Manager (Quality Assurance) will establish policies and practices that will reduce ACCFB's risk on non-compliance with its regulatory agencies including but not limited to, Feeding America, USDA, City and County Health and Human Services and other funding entities.
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Experience and training in Racial, Criminal and/or Economic Justice campaign work. Dedicated to advancing and implementing organizational systems through a racial justice perspective.
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Or one full year of graduate level education in a field of study related to law enforcement (e.g., criminal justice, homeland security, justice studies, law enforcement, courts and judicial systems, forensic technology, forensic psychology, or corrections and rehabilitation) from an accredited college or university within nine (9) months from the closing date of this announcement; OR.
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Partner with instructors to support behavior management needs through restorative justice approaches. Successful applicants start from a wide variety of backgrounds, including but not limited to: camp counseling, tutoring, after-school programming, coaching, school aide experience (volunteer or paid), childcare, majoring in Education or similar fields, and customer service.
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Experience in any of the following: Security mindset, Security studies research, Cybersecurity, Safety engineering, AI governance, Operational risk management, Catastrophe risk management, Operations research, Industrial engineering, Futures studies, Foresight methods, Leading labs, Ontologies and knowledgebases, Incentive studies, Criminal psychology, or Technical standards development.
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The University of California, Berkeley seeks a visionary and courageous leader and accomplished scholar with a commitment to social and racial justice to serve as the next Dean of the Goldman School of Public Policy.
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Ourefforts advance justice through research, community collaboration,impact litigation, and policy advocacy that fundamentallytransforms our nation's approach to education, health, immigration,foster care, and youth justice.
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Our continued commitment to diversity, equity, and inclusion upholds our values and advances our goal of creating a healthcare system that is worthy of our family and friends while addressing health disparities, promoting social justice, and integrating health equity through our products, business practices, and presence as a corporate citizen.
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The Director, Clinical Science will be integral in facilitating the successful advancement of clinical gene therapy programs. Together with the Medical Director of Ophthalmology, serve as a point of contact for the clinical operations personnel, clinical trial sites, and CROs for clinical science questions.
$200,000 - $270,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Program requirements: Fingerprint background check (Child Abuse Index, Criminal Record Clearance) Report changes in criminal or employment status on a timely basis. Community Living Program Manager — Deaf Services (ASL required) Berkeley, Oakland, San Francisco and East Bay Areas, Full-time Reports to: Assistant Director of Community Living, Deaf Services.
$66,560 - $70,000 a yearExpandApply NowActive JobUpdated 6 days ago
criminal justice jobs Title: director Company: Verint Systems in Berkeley, CA
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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.
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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?
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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.
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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.
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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).