Director of Equity and Inclusion

The Ali Forney Center
New York City, New York
Oct 27, 2020
Nov 26, 2020
Position Type
Full Time
Experience Level

The Ali Forney Center’s (AFC) mission is to protect LGBTQ youths from the harms of homelessness while empowering them with the tools needed to live independently. AFC is the nation’s largest organization dedicated to LGBTQ homeless youths in the country—assisting over 1,400 youths per year through a 24-hour drop-in center and housing programs in sites across New York City. Each year, AFC provides over 220,000 meals, and 30,000 services, including medical and mental health services, substance abuse counseling and treatment, career and educational programs. AFC is also one of the nation’s few LGBTQ youth services providers that operates 24 hours a day, 7 days a week, 365 days a year. AFC operates a scattered site program throughout NYC with a total 17 sites providing emergency shelter, transitional housing, transgender housing, and Drop-In Services – which includes an onsite Learning Center, onsite medical clinic, and more.


About the Position

Reporting to the President & Executive Director and accountable to the Racial Equity Committee who sets the priorities for the role, the Director of Equity and Inclusion will work collaboratively across AFC to:

  • Implement AFC’s vision related to equity and inclusion.
  • Shape and implement DEI practices related to recruitment, talent development, and retention.
  • Support steps that, over time, will lead to meaningful change across AFC e.g. improved staff morale, reduced turnover, etc.
  • Implement processes that foster an inclusive and equitable culture for clients.



Key Responsibilities

This new position will serve as the central resource for AFC’s staff on issues related to diversity, equity and inclusion. The new Director will work collaboratively with AFC’s leadership team and the Racial Equity Committee in developing and advancing goals and strategies related to diversity, equity and inclusion across the organization.

Recruitment – Talent Pipelines

  • Review recruitment and retention data and set appropriate goals/targets.

o   Review trends in turnover across identity groups.


o   Review income data across identity groups.


  • Review current recruitment practices and where appropriate propose, develop, and deploy initiatives that broaden AFC’s outreach to diverse, qualified candidates.

o   Initiate and nurture ties with diverse recruitment partners/educational institutions (e.g. community colleges, job training programs, etc.) and develop new  strategies for recruiting former clients to staff roles.


 Training and Professional Development 

  • Craft leadership development programs for people of color interested in leadership roles within AFC.
  • Develop organization-wide DEI training programs and initiatives including training related to micro-aggressions in the workplace, intersectionality etc.
  • Collaborate with the Coordinator of Training to develop trainings on appropriate cross programmatic/agency-wide issue areas.

Retention and Inclusion

  • Review performance management practices and where appropriate collaborate with the HR staff to make recommended revisions.
  • Oversee AFC’s employee affinity group (e.g. Black Employee Affinity Group) and seek opportunities to develop new groups; leverage affinity groups to regularly assess employee morale; provide guidance to affinity group chairs when necessary.
  • Develop a reporting process for complaints related to inequities in the workforce; develop appropriate disciplinary protocols.
  • Collaborate with HR on the review of handbook, policies, and other agency practices to ensure they align overall agency values.
  • Work to ensure REC recommendations are implemented in accordance with the design and suggestions of the REC.
  • Attend REC meetings and serve as key representative/co-chair of the REC.

Program/Client Support and Inclusion

  • Review current processes, protocols, and systems that impact clients through a DEI lens.
  • Collaborate with program staff to develop processes and structures that serve to identify discriminatory practices that impact clients.
  • Review, and where necessary, revamp AFC’s client grievance process.
  • Seek opportunities to increase the voices of clients in decision-making processes e.g. youth advisory board etc.
  • Where appropriate, participate in Client Advisory Board or Youth Advocacy meetings to gain deep understanding about the client experiences; use information gathered to inform DEI strategies, processes, and protocols.


Experiences and Attributes

The ideal candidate will have demonstrated experience in the following areas:

  • A command of contemporary concepts and issues related to diversity, equity, inclusion and fostering antiracist organizational culture; a deep understanding of intersectionality, oppression, power and privilege etc.
  • Deep understanding of aspirations and needs of LQBTQ+ youth; strong TGNC competency.
  • Understanding of the American with Disabilities Act (ADA) and its applicability.
  • Demonstrated experience developing DEI strategic action plans; experience working collaboratively across a social justice organization to operationalize DEI values and action plans; experience facilitating dialogue across multiple programs and departments and working closely with Human Resources and training teams.
  • Strong understanding of organizational culture; demonstrated understanding and expertise in change management.
  • Experience designing, managing, and delivering training and development programs.
  • High emotional intelligence – must be highly skilled at working with individuals who at times may be unable to see their own biases.
  • An entrepreneurial mindset – a strong problem-solver and innovative leader willing to think outside the box and outside biased structures.
  • Experience successfully navigating ambiguous situations; an agile leader with an ability to adapt or change programming when necessary.
  • A lifelong learner willing to learn new approaches, tools, resources related to the DEI field and its applicability within social justice organizations like AFC; ability to research best practices and tailor these practices to an organization’s needs.
  • A positive and optimistic mindset.
  • At least 5 years working in senior leadership role within a social justice organization.

Instructions to apply: If you meet the minimum requirements please send your resume and cover letter directly to: no later than Wednesday November 18, 2020. Applications will not be accepted after the deadline.

The Ali Forney Center is proud to be an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. People of color and transgender individuals are encouraged to apply.