Director - Racial Equity, Social Impact, DEI

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Posted Date
01-14-2022
Job ID
22901
REI City
Seattle
REI State
Washington
REI Location
Seattle HQ
Remote Eligible
No
Please visit the Covid-19 Hiring Updates before applying
What's cool about this job

REI is committed to becoming a fully inclusive, antiracistmulticultural organization. To fulfill our brand promise of enablina life well-lived outside for everyone, we are seeking candidates who demonstrate shared values of diversity, equity, inclusion, and antiracism. 

This role will be a critical member of the Co-op’s new office of Diversity & Social Impact.  They will contribute to REI’s success by working with the Chief Diversity & Social Impact Officer to develop and lead the long-term vision, strategic plan, business model and roadmap for the co-op’s Race, Equity, Diversity and Inclusion efforts. This Director will oversee a team responsible for the strategy, execution, development of metrics to assess meaningful impact of our enterprise programs in fulfillment of our commitment and vision of being a fully inclusive, multicultural, antiracist organization.

The role will partner closely with leaders across the organization to ensure impactful and measurable progress towards our vision that will reflect and elevate the voices of the communities we serve. 

The position will hire and develop a small team and will influence and inspire the actions and evolve cultural mindsets of business partners across the organization to achieve our REDI goals. The Director will partner significantly with the HR Talent and Diversity and Inclusion Marketing, Strategy and Communications, Customer Insights teams and works in close collaboration with the senior leadership team, to build offerings and capabilities in support of the future REDI vision. They will model and act in accordance with REI’s guiding values and mission.

The Director brings a contemporary point of view of equity and inclusion that understands both foundational barriers to social and economic equity and new paradigms for addressing them, taking a learning orientation and co-creative approach to designing and implementing strategies to address issues specific to the outdoor industry.

The Director will also bring their expertise, an ability to make sense of a fast-changing external environment and bring insights back into the organization.   Provide thought leadership and help teams align by engaging, educating and connecting and inspiration to accelerate our REDI progress against shared outcomes, and impact to guide and inspire powerful REDI and social impact programs within the organization, the industry and society.  

 

Leading the Way 

  • As a member of the Leadership Forum, develops a deep understanding of, effectively communicates and broadly supports execution of company strategies and priorities.
  • Translates company strategies into actionable divisional plans and executes successful delivery.
  • Work’s cross-divisionally to drive execution of specific divisional and company strategies, initiatives and projects.
  • Identifies and communicates key responsibilities and practices to ensure the organization promotes a successful attitude, confidence in leadership, and teamwork to achieve business results.
  • Supports the implementation of company programs, procedures, methods and practices to promote REI key messages.
  • Challenges and inspires employees to achieve business results.
  • Ensures employees adhere to legal and operational compliance requirements.
  • Oversees training and development of employees directly and indirectly managed and makes effective staffing decisions.
  • Conducts and ensures the completion of performance reviews.
  • Provides coaching, direction and leadership support to employees in order to achieve department, company and customer results.
  • Establishes and maintains visibility within the department.
  • Monitors operational statistics, reports trends, variances and issues, and takes appropriate action.


Planning & Navigating

  • Partners with the SVP, Diversity & Social Impact on the development and execution of the REI REDI enterprise strategy and plan.
  • Leads internal Committees which oversee the strategy and implementation of diversity and inclusion strategies.
  • Oversees key external partnerships, and overall engagement strategy to ensure REI’s meeting its public commitments and support equity throughout the organization.
  • Drives diversity programs in partnership with internal business leaders, executive D&I sponsors, D&I Councils, Business Resource Groups, and various other stakeholders
  • Acts as an advisor and DEI subject matter expert to business leaders, and other vested parties through coaching, ideation and action-oriented recommendations
  • Create strategic alignment between DEI/Social Impact and REDI plans and activities taking place throughout the co-op.
  • Partners with leaders across the Co-op to engage, educate, and empower multicultural audiences across key markets and communities across the US.
  • Serve as subject matter expert and liaison to develop strategic action to attract and retain diverse customer base by analyzing demographics, monitoring data trends, and developing diversity initiatives
  • Delivers clear, concise, and practical communication to a wide range of audiences on D&I programs
  • In partnership with HR, builds a culture of inclusion and cultural competency
  • Cultivates relationships with external organizations which contribute to the progress on D&I strategies, plan, and outcomes
  • Continuously benchmark D&I best practices to ensure effective, efficient processes and assist in positioning REI as a recognized diversity and inclusion leader in the industry and in the community.
  • Responsible for budget management, planning, forecasting, and reconciliation of dollars spend to support DEI across REI
  • Perform other duties and/or special projects as assigned, including strategy development and/or execution to support other channels as needed.
Bring your passion and expertise

  • 12+ years’ experience leading long-term vision, strategic planning, business modeling and related roadmaps
  • 8-10+ years of progressive experience in responsible diversity or social impact leadership
  • 7+ years’ experience leading, building, growing a team of direct reports
  • Experience in developing, implementing and assessing equity and inclusion strategies, initiatives and programs
  • Experience with project management, strategic operations, strategy consulting, and designing data-driven equity program strategies
  • High level of critical thinking and ability to navigate through commercial ventures to accomplish goals
  • Experience or background in, diversity, change management and external engagement preferred
  • Innovative and strategic thinking
  • Has experience working with multiple partners to develop multi-year plans, identify appropriate resources and partnerships needed, and develop breakthroughs to ensure continued growth and delivery of desired outcomes
  • Demonstrated awareness and understanding of multiple dimensions of identity including (but not limited to): race, ethnicity, gender, gender identity, generational sexual orientation, ability, linguistic, professional, and other differences that make us unique
  • Ability to clearly articulate a compelling vision and strategy
  • Strong analytical skills with experience developing financial plans, expense budgets and business cases
  • Keen interest in the REI brand and the outdoor specialty retail business
  • Builds capacity of individuals and teams through effective employee development, involvement, communication, and supervision efforts
  • Creates a strong, mutually supportive work spirit and culture of accountability where people can do their best
  • Establishes trust and inspires others
  • Makes effective organization and people decisions in a manner consistent with REI's values.  Operates with a high level of professionalism and integrity
  • Champions the organization and advocates solutions in the overall Company's best interest

REI hires, trains, and promotes regardless of race, religion, color, national origin, sex, disability, age, veteran status, and other protected status as required by applicable law We remain deeply committed to making the Co-op a place where everyone can feel safe and be themselves. Join us.
At REI we offer an enviable work environment that Fortune Magazine has recognized on the "100 Best Places to Work" list since the award's inception – 23 years in a row! Sure, we work hard, but it’s balanced with time off to play—a strategy that works for us as we continue to grow and thrive. Want to enjoy a workplace where you can be yourself, be heard and be respected while having a job that challenges you? This is the place.

With more than 160 retail locations (and growing), REI offers unique competitive benefits to its more than 15,000 employees, including healthcare, gear and apparel discounts, free equipment rentals and challenge grants to help employees reach personal outdoor goals, generous retirement plan contributions, public transit subsidy, adoptions assistance, paid sabbaticals, and more.

REI is an Equal Opportunity Employer

Posting Range
$107,500 to $225,000 per year
NEW YORK CORRECTION LAW
ARTICLE 23-A, Section 753
LICENSURE AND EMPLOYMENT OF PERSONS PREVIOUSLY CONVICTED OF ONE OR MORE CRIMINAL OFFENSES

§753. Factors to be considered concerning a previous criminal conviction; presumption.

1. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors:

(a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses.

(b) The specific duties and responsibilities necessarily related to the license or employment sought or held by the person.

(c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities.

(d) The time which has elapsed since the occurrence of the criminal offense or offenses.

(e) The age of the person at the time of occurrence of the criminal offense or offenses.

(f) The seriousness of the offense or offenses.

(g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct.

(h) The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public.

2. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein.