Director, Office of Equal Employment and Supplier Diversity

Washington, D.C
Jan 29, 2023
Feb 05, 2023
Executive, Director
Full Time

Serves as the Director of the Office of Equal Employment and Supplier Diversity (OEESD) with oversight responsibility for the Office through subordinates. Ensures the accomplishment of OEESD's mission and provides direction, coordination, and guidance to subordinates. Provides advice and assistance to the Secretary, Deputy Secretary, and other Smithsonian management staff regarding the Institution's equal opportunity programs.

Provides strategic, operational, and technical direction to staff regarding long-range planning, program evaluation, and responses to issues; and files required Equal Employment Opportunity Commission (EEOC) reports.

Provides advice and assistance to Smithsonian management in their efforts to attract and retain minority individuals to management and other key senior program positions. Such advice is rendered for all designated positions in accordance with the Secretary's mandate that "a fair search" be accomplished before such positions are filled.

Serves as a resource for management in identifying potential candidates for employment to create a more diverse workforce with respect to culture, ethnicity, gender, sex, sexual orientation, age, and disability. Works closely with the Office of Human Resources (OHR) and the Head Diversity Officer (HDO) in the employment/recruitment process. Works closely with the Office of Contracts in the development and administration of programs to ensure the maximum participation of disadvantaged business enterprise firms in all procurement contracts.

Develops and implements the Institution's approved affirmative action plans under applicable provisions of Titles VI and VII of the Civil Rights Act of 1964, as amended; Section 501 of the Rehabilitation Act of 1973, as amended; Section 403 of the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended; and Executive Order 11478, as amended by Executive Order 12106.Develops and implements an evaluation system of internal EEO/affirmative employment within Smithsonian offices and conducts assessments,; liaise with the Office of Personnel Management and EEOC in regard to current policies, issuances, and programs concerning the employment of disabled individuals and disabled veterans; ensures that personnel policies or practices that create selection barriers due to age or for women, minorities, LGBTQ+ individuals, individuals with disabilities, and disabled veterans are identified and that alternatives to promote cultural/gender diversity are instituted; ensures that personnel specialists and administrative officers are knowledgeable about the rights of disabled applicants and employees, special authorities for disabled individuals, and Federal and Institution selective placement policies and procedures; and administers the design, implementation, and evaluation of Institution-wide special emphasis programs. Monitors compliance with the applicable employment provisions of the Americans with Disabilities Act.

Investigates and administers discrimination complaints filed by Smithsonian employees and applicants for employment under Title VI and Title VII of the Civil Rights Act of 1964, as amended; Executive Order 11478, as amended by Executive Order 12106; the Equal Pay Act of 1963; the Age Discrimination in Employment Act of 1967, as amended; the Americans with Disabilities Act, and the Rehabilitation Act. Designs and maintains an automated discrimination complaints tracking system and develops management reports on complaint processing; conducts impartial investigations, gives technical assistance to Smithsonian officials, facilitates settlement agreements, recommends proposed dispositions, coordinates administrative hearings, and prepares draft input of final decisions for review and approval by the Secretary; and provides and maintains an Institution-wide pre-complaint counseling program and training by conducting pre-complaint counseling, intake screening, and pre-investigative analysis of pre-complaints of discrimination that lead to informal resolution as well as manages the pre-complaint counselor program.

Ensures that personnel specialists know all EEO requirements; collaborates with the OHR and the HDO to develop reports that offer analyses of Institution workforce data to detect and communicate trends relating to employment practices; represents the Institution on intra-agency work groups, special interest work groups, and training sessions that deal with Federal EEOC policies that impact on internal Institution policies; manages a disabled employee accommodations program; develops and implements EEO/Affirmative Employment training programs for Smithsonian management and other employees in conjunction with OHR, the HDO , and other support staff; and collaborates with the HDO to provide technical assistance to Smithsonian offices to ensure that affirmative employment principles are integrated with personnel management policies.

Performs other duties as assigned.


Conditions of Employment

  • Pass Pre-Employment Background Investigation
  • May need to complete a Probationary Period
  • Maintain a Bank Account for Direct Deposit/Electronic Transfer
  • Males born after 12/31/59 must be registered with Selective Service

For the latest information on the COVID-19 vaccination requirements and its impact on your application, click on Smithsonian Institution's Frequently Asked Questions .


Applicants must clearly demonstrate the necessary level of managerial and leadership skills and competence to perform successfully in this position. This includes a degree in an applicable subject matter field, or a combination of education and appropriate experience that provides knowledge comparable to that normally acquired through successful completion of a four-year course of study in an applicable subject matter field. An advanced degree is highly desirable within a field relating to organizational management, behavior and operations.

In addition, applicants must have one year of specialized experience at or equivalent to the GS-15 level. Specialized experience is defined as the demonstrated knowledge and leadership skills in managing and implementing programs and initiatives related to equal employment opportunity, civil rights compliance, cultural/gender diversity and supplier diversity across a large, complex organization with myriad stakeholders.

The applications that meet the basic qualifications will be evaluated further against the following criteria:

1. Demonstrated experience and commitment to developing and supporting programs and initiatives related to equal employment opportunity; civil rights compliance; individuals from underserved communities who face discrimination due to their culture, ethnicity, gender, sex, sexual orientation, age, or disability; and supplier diversity for a large, complex organization.

2. Demonstrated interpersonal and communication skills to build relationships, trust and credibility. This includes ability to effectively persuade and influence stakeholders and to form successful partnerships with a wide variety of constituencies (i.e., senior leadership, boards and staff) across an organization.

3. Demonstrated leadership experience at the managerial level that includes goal setting, planning, and implementing programs, and establishing metrics and reporting protocol. This should include ability to use data and leverage analytics to drive strategy.

4. Demonstrated skill and ability as an executive in leading, supervising, challenging, inspiring, and managing a multi-disciplined and culturally diverse workforce. This should include attracting, retaining and motivating employees and displaying a commitment to the EEO/Affirmative Action programs.

Additional information

Reports directly to the Secretary who provides general guidance in terms of overall policy, goals and objectives. Within that broad framework, exercises independent judgment and initiatives to plan and carry out responsibilities effectively, but keeps the Secretary informed regarding issues, decisions, and critical matters affecting the Office and the Institution. Operating within established policy guidelines and established objectives, the Director independently develops the plans, strategy and workload of the office, exercises a high degree of managerial knowledge and ability, and successfully carries out the duties of the Office. The Director consults with the Secretary and Deputy Secretary on major policy issues or issues of potential controversy, and keeps them apprised of the status of major projects, the budget and operations, and progress toward established performance goals through periodic discussions and written reports. Work is reviewed in terms of meeting overall established OEESD program objectives and milestones.

This position has been reviewed to determine the level of POSITION SENSITIVITY. Based on the nature of the work, the position has been determined to be Public Trust/Moderate Risk. This designation will require (1) a pre-employment Security Agency Check (SAC) for the prospective incumbent; and (2) a subsequent comprehensive background investigation and favorable adjudication in order to continue in the position.

The Smithsonian Institution does not discriminate against any employee or any applicant for employment on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, marital status, disability, age, membership in an employee organization or other non-merit factors.

The Smithsonian provides reasonable accommodation to applicants with disabilities. If you need an accommodation for any part of the application and hiring process, please notify the contact person listed in this announcement. The decision on granting a reasonable accommodation will be made on a case-by-case basis.

Relocation expenses will not be paid.