Manager of Equity & Inclusion

About the role

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.

Responsibilities

• Equity Strategy Development (25%): 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.
• New Employee Orientation & Onboarding Experience (20%): 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.
• Training, Facilitation & Capacity Building (20%): 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.
• Manager Coaching & Conflict Resolution (20%): 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.
• Employee Engagement & Culture Building (5%): 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.
• Cross-Functional Collaboration & Communication (5%): 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.
• Data Analysis and Reporting (5%): 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.

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.