Racial Equity Analyst - Office Of Racial Equity, Diversity, And Inclusion - Sfpuc

Job Description
In the past year, the SFPUC has made significant progress toward racial equity, starting with a Commission resolution in July 2020, "
Condemning Systemic Racism and Taking Action to Promote Racial Justice."
Following this, severalagency-wide working groups were established to address racial equity issues in areas such as Water, Power, and Sewer as Human Rights, Contracting Equity, COVID-19 Response, and Outreach and Engagement. These groups are currently in the assessment and planning stages.
SFPUC staff have been actively involved in creating the agency's first Racial Equity Action Plan, published in December 2020, guided by the Office of Racial Equity (ORE). This employee-led plan centers on the experiences of 2,300 employees across seven focus areas:
hiring and recruitment, retention and promotion, discipline and separation, diverse and equitable leadership, mobility and professional development, organizational culture of inclusion, and board and commissions. Immediate racial equity priorities have been set for the agency and each Enterprise and Bureau.
Position Summary:
1824 Racial Equity Analyst, Water Enterprise
The Racial Equity Analyst will play a key role in supporting the agency’s newly established Office of Racial Equity, Diversity, and Inclusion (REDI) team, the Water Enterprise, and other SFPUC Enterprise and Bureau initiatives. The Analyst will help develop and implement racial equity action priorities at the Enterprise, Bureau, SFPUC agency-wide, and City-wide levels, as mandated by ORE and the SFPUC Commission. In addition, they will partner with the racial equity lead for the Water Enterprise and demonstrate a personal commitment to racial equity in their daily lives and interactions.
This recruitment may also be used to fill an additional 1824 position:
1824 Research and Data Analyst
The Research and Data Analyst will support the Chief Diversity, Equity, and Inclusion Officer (CDEIO) to accomplish a comprehensive array of tasks that are crucial for informed decision making and effective implementation of the Racial Equity Action Plan. The Analyst will provide accurate information, transparent metrics, and insights for resource allocation to contribute to the success of the Racial Equity Action Plan;
ensure that DEI effortsare grounded in a solid foundation of data-driven decision-making, enhance transparency by providing clear, measurable metrics to assess progress toward DEI goals;
streamline data collection and analysis processes;
reduce the burden on other departments and ensure data accuracy;
inform resource allocation for DEI initiatives, and ensure that resources are directed towards areas with the most significant impact.
Essential duties and responsibilities will include, but are not limited to:
Coordinate the strategic development and implementation of key deliverables in the Racial Equity Action Plan, ensuring alignment with racial equity priorities.
Collaborate with internal stakeholders to research and advance innovative racial equity strategies at SFPUC.
Partner with Human Resources Services (HRS) to achieve long-term racial equity goals, including strengthening community networks, expanding outreach, addressing barriers, and creating employment and advancement pathways through internships, fellowships, apprenticeships, career awareness, and mentorship programs.
Analyze racial equity outcomes and work with senior management to evaluate and make policy recommendations on complex and sensitive projects.
Foster strong communication and alignment with Racial Equity staff and leaders, ensuring transparent communication with employees, leadership, the Commission, and key stakeholders about the agency’s racial equity work.
Assess barriers to access in Enterprise- and Bureau-specific applicant pools and develop intentional outreach strategies with community partners to cultivate a diverse candidate pool.
Coordinate the development and delivery of ongoing racial equity training and diversity, equity, and inclusion interventions, including implicit bias training, culturally competent education, and historical learning for Enterprise’s senior leadership.
Investigate classifications with current drop-offs in employee diversity, conduct position specific supplemental questions and degree inflation analysis, and develop strategies and training opportunities to support employee development to achieve mobility.
Advance key strategies for racial equity outlined in the SFPUC Commission's resolution, including budget equity, land use and environmental justice, and water, power, and sewer as human rights.
Develop performance measures, incorporate a racial and social equity lens and tools in budgeting, personnel, program evaluation, accountability, contracting decisions, and long-term planning processes for just outcome reporting (required by SFPUC’s Resolution).
Develop and implement a process for Enterprise and Bureau employees to submit anonymous input to senior Enterprise and a process to gather community feedback on projects, events, and communications that involve or will impact the community.
Partner with HRS to implement alternative dispute resolution opportunities, such as mediation and to train supervisors on bias, equitable discipline, and separation.
Class 1824 Performs related duties as required.
Please note that incumbents in this classification may be required to perform duties as listed in the class specification .