Early Childhood Council of Larimer County

Job Title: Diversity, Equity and Inclusion (DEI) Manager
Reports To: Chief Strategy Officer (CSO)
Job Location: Fort Collins, CO (Hybrid Remote)
Work Schedule: Full-time; salary (40 hours/week). May require occasional evening or weekend hours.
Salary Range: $55,000-$60,000 annually depending on qualifications and experience
Exemption Status: Exempt

To apply: Please submit a cover letter, resume, and 3 references to [email protected], and include job title in subject line. Applications submitted via Indeed or LinkedIn will NOT be considered. Position is open until December 16, 2022. 

Overview of ECCLC:
Early Childhood Council of Larimer County (ECCLC) is an independent nonprofit organization that rallies
support, resources, and awareness to ensure every young child in our community has quality early childhood
experiences so they thrive from day one.

Position Summary:
At ECCLC, we are a close-knit team of professionals who value passion, innovation, adaptability and a sense
of humor. At ECCLC, we’ve been taking steps to more authentically integrate diversity, equity and inclusion
(DEI) into all facets of our work, because we know that DEI is a core component of early childhood mental
health (ECMH) best practice. The intersection of DEI and ECMH is such that a child’s earliest experiences,
whether positive or negative, have a significant impact on the trajectory of their lives; and due to ongoing and
historical marginalization, some children have more traumatic experiences in early childhood, which includes
experiences of racism, exclusion and discrimination. The DEI Manager will provide expert feedback and
guidance, increase agency capacity for assessing and improving DEI practices; co-design a training curriculum
focused on the intersection of DEI and ECMH; and increase linguistic accessibility of our materials and
services. This position reports directly to the Chief Strategy Officer (CSO), receives support from and
supervises the DEI Associate.

Foster positive organizational culture, attainment of our mission, and demonstration of ECCLC values. In
partnership with others, identify needs, ensure compliance, and implement solutions for staffing, training,
development, and succession.
● Work with the CSO to develop, refine, implement and evaluate a strategic internal and external DEI
plan that aligns with our mission, vision, values and strategic planning priorities.
● Develop expertise related to all relevant funding streams which support communications work, and
provide data and information on report deliverables.
● Work closely with the CSO and CFOO to ensure appropriate budget tracking and spend down.
● Regular participation in ECCLC management and all-staff meetings to ensure coordination among all
agency functions.
● Managing the hiring and onboarding process for DEI Associate:

  • Overseeing and balancing workload.
  • Setting individual and team goals.
  • Conducting annual performance reviews.
  • Facilitating regular team meetings.
  • Cultivate commitment and shared purpose along with a culture of belonging, inclusivity, and
    diverse perspectives.

Program Oversight & Planning
Monitor programs to ensure performance targets (qualitative and quantitative), compliance and contractual
obligations are met and ensure accountability to individual and team metrics and Agency Program goals.
● Work closely with CSO to create and implement a written equity plan with clear actions, timelines,
roles/positions responsible for each action, indicators of progress and processes for monitoring and
● Work with ECCLC’s Board of Directors’ Advancing Equity Committee to include more intentional,
equitable language in strategic agency communications such as the mission/vision statements and
strategic plan.
● Establish a biennial systematic review of equity practices, which should include a planned and
periodic sharing of qualitative and quantitative data and public discussion/assessment of the facts and
their implications. Diverse community voices must be intentionally included in this review process.
● Work with agency leadership to advocate for and prioritize the equitable dissemination of resources,
including funding and technical support, to chronically underfunded systems and historically
marginalized populations.
● Proactively seek out and secure sustainable funding opportunities to support this work in perpetuity.

Cultivate partnerships that elevate ECCLC as a respected leader and partner in the early childhood sector.
● Alongside the management team, co-design and facilitate ECCLC’s training curriculum to provide a
variety of ongoing DEI professional development opportunities for the early childhood workforce in
Larimer County.
● Work with ECCLC staff to establish a suite of DEI services to support early childhood professionals in
improving DEI practices to support a more equitable early childhood system locally and within our
● Explore the establishment of a centralized disaggregated data management system to track system-
wide trends.
● Incentivize professional engagement in DEI training/services by exploring a DEI quality seal or
endorsement that would recognize an early childhood professional or organization who demonstrates
their commitment to DEI.
● Advocate at the state level for equity-focused improvements to licensing requirements, quality
ratings, and other assessment tools. In the absence of a strong equity-focused policy at the state
level, ECCLC should ensure that assessment services provided by ECCLC staff are culturally
responsive, strengths-based, and conducted in children’s home language.

● Explore creative ways to support license-exempt care, including friends-family-neighbor (FFN)
networks of care and non-English speaking home providers alongside the EC Workforce Manager.

Early Childhood Council of Larimer County strives to deliver quality, responsive work to our community to
ensure that all young children in Larimer County can thrive from day one. In order to ensure that we are a
consistently high quality organization, we rely on our team members to embody our organization’s five core
values in all that you do.
● Collaboration: Employee consistently and proactively collaborates with both internal and external
partners, and with individuals and organizations who represent diverse backgrounds and perspectives.
Employee demonstrates respectful behavior towards others, regardless of their background.
Recognition: Employee regularly offers recognition for others, and seeks out feedback and
opportunities for growth. Employee works hard to ensure that ECCLC is recognized as a strong and
respected partner in the community. Employee takes initiative to understand and recognize how bias,
both implicit and explicit, shows up in their work and throughout the early childhood system.
Accountability: Employee demonstrates ownership of their work, accountability to partners and
peers, embodies a solution-focused attitude, and connects their work to the mission, vision and goals
of the ECCLC. Employee understands that work to advance their own DEI competency is never
complete and is committed to being a lifelong learner.
● Excellence: Employee models integrity, takes risks, learns from mistakes and strives to deliver
undeniably good work in all aspects of their role. Employee models work/life balance, and sets
appropriate boundaries to ensure success. Employee welcomes opportunities to learn from mistakes
and strives to hold themself accountable when it comes to advancing their own DEI competency.
Joy: Employee proactively seeks ways to find satisfaction and purpose in their day-to-day work, and
creates space for fun and celebration with both internal and external partners.

● A minimum of 3-5 years of professional experience and/or a Bachelor’s Degree with a focus in
diversity, equity, and inclusion with an emphasis on human resources, diversity programs, recruitment,
performance management, and employee relations. Individuals with relevant experience but without a
formal degree are encouraged to apply.
● Strong cultural competency, including an understanding of power dynamics and intersecting axes of
diversity and how these attributes play out in a workplace.
● A thorough understanding of community outreach and DEI principles, practices, and procedures.
● Ability to leverage insights through data analytics (assessment, analysis, and reporting) of diversity
and inclusion metrics.
● Proven interpersonal skills, including the ability to actively listen, collaborate, build relationships,
influence, manage conflict, and problem solve.
● Experience developing and delivering workforce training.
● Excellent written and verbal communication skills.

● Attention to detail and a highly organized, process-focused aptitude. Strong analytical and problem-
solving skills
● Ability to manage sensitive situations with tact, professionalism, and diplomacy.
● Time management skills with a proven ability to meet deadlines.
● Ability to prioritize and delegate when appropriate.
● Ability to coach and direct co-workers.
● Proficient with a variety of technology, including Microsoft Office, Google Workspace, Zoom, etc.

● Advanced degree in a related discipline.
● Foreign language skills, preferably Spanish.
● 5+ years of experience specializing in community outreach including the development of strategy
through implementation.

Note: Research suggests that women and BIPOC individuals may self-select out of opportunities if they don’t
meet 100% of the job requirements. We encourage anyone who believes they have the skills and the drive
necessary to succeed here to apply for this role.

ECCLC offers a comprehensive benefits package, including PTO, paid holidays, health, vision and dental, and
retirement benefits. For more information on our benefits package, click here.

ECCLC enhances diversity through inclusion of individuals reflective of characteristics including, and not limited to, race, ethnicity, age, culture, different ideas and perspectives, disability, first generation status, familial status, gender identity and expression, geographic background, martial status, national origin, religious and spiritual beliefs, sex, sexual orientation, socioeconomic status, and veteran status. Discrimination based on physical traits that are associated with a person’s race or ethnicity, including hair texture, type, style and headwear is prohibited in the State of Colorado by the Crown Act of 2020.

To apply for this job email your details to kkampe@ecclc.org