Supervisory EEO Specialist

There is only one city in the country that can say it is the Nation’s Capital – Washington, D.C. Given that distinction, the Metropolitan Police Department is the premiere law enforcement organization in the city. We receive over 22 million visitors a year, have almost 700,000 residents, and 21,000 private business. The Department consists of more than 4,200 members: approximately 3,550 sworn members and over 650 civilian employees. We are one of the most diverse and highly trained departments in the country. We have the honor of safeguarding and protecting not only our nation’s residents, but also people from all over the world.

The Metropolitan Police Department (MPD) offers an attractive benefits package. The benefits package includes competitive compensation, health insurance, prescription drug coverage, dental, vision, short- and long-term disability and life insurance, as well a strong retirement benefit and saving options. Employees are also eligible for our employer contributed 401a plan after one year of employment. Additional perks such as discounts on wireless carriers, gym memberships, amusement park tickets and much more! Additional information can be found at: DCHR Benefits

The Supervisory EEO Specialist serves as an advisor and operational leader within the Metropolitan Police Department’s Organizational Culture and Wellness Bureau (OCWB). This position oversees MPD’s Equal Employment Opportunity (EEO) program, ensuring compliance with federal and District laws while fostering a workplace culture rooted in fairness, dignity, and inclusion. The incumbent leads a team of EEO professionals and collaborates across bureaus to advance MPD’s mission of integrity, accountability, and equity for both professional staff and sworn personnel.

The Incumbent Will Be Responsible For The Following

• Leads MPD’s EEO operations, including intake, resolution support, and documentation of discrimination concerns.
• Serves as a neutral, confidential resource for employees and managers to address workplace concerns, providing early intervention, mediation, and conflict resolution.
• Reviews requests for religious accommodations and provides recommendations that balance individual rights with operational needs, ensuring compliance with Title VII and MPD policy.
• Oversees trend analysis of EEO data to identify systemic barriers, recommend policy changes, and inform leadership of emerging risks.
• Reviews and recommends data systems, software platforms, and tracking tools to enhance the accuracy, efficiency, and transparency of EEO case management and reporting.
• Designs and delivers EEO-related training, including anti-discrimination, harassment prevention, reasonable accommodations, and inclusive leadership.
• Develops and implements EEO policies, procedures, and strategic initiatives aligned with MPD’s mission and legal obligations.
• Collaborates with HR, Legal, and DEI teams to embed EEO principles across the employee lifecycle.
• Advises executive leadership on complex EEO matters, including legal exposure, organizational climate concerns, and proactive compliance strategies.
• Supervises EEO staff, providing coaching, performance management, and professional development.
• Prepares annual EEO reports, trend analyses, and compliance documentation for internal and external stakeholders.
• Serves as a member of MPD’s command staff, contributing to policy development in the areas of integrity, inclusion, and workplace wellness.
• Maintains expert knowledge of federal and District EEO laws, including Title VII, ADA, ADEA, DC Human Rights Act, and relevant case law.
• Promotes a culture of civility, respect, and psychological safety through proactive engagement, training, and policy leadership.
• Provides employees at all levels of the Department with a neutral, informal, impartial and confidential forum to hear and facilitate the resolution of issues, concerns or conflicts in the workplace.
• Assists members in addressing concerns or disagreements related to their working conditions and/or relations with colleagues with a view to improving job satisfaction and enhancing the overall work environment.
• Contributes to developing and strengthening a workplace culture that upholds the values and principles of the Department, supports the rights, dignity and diversity of personnel and promotes a workplace free from all forms of harassment and other types of abusive conduct.
• Takes proactive measures and anticipatory action to help individuals, managers, teams and departments avoid conflicts from arising in the first place.
• Proactively advises management on matters that could be resolved through timely and remedial action.
• Collaborates with the relevant parties to reach a fair and satisfactory resolution through engagement and discussion. When conflict or disagreement occurs, serve as an effective interlocutor between the parties; consults with managers to develop cooperative strategies for complaint resolution; consults with all parties to clarify and analyze problems; and suggests solutions for a mutually satisfactory resolution of the issue(s) under consideration.
• Engages in mediation when the parties concerned voluntarily agree on mediation as an avenue to help resolve their conflict or concern;
• Through workshops, training, outreach, team-building exercises and other initiatives, creates workplace wellbeing and a harmonious work environment by promoting cross-cultural awareness and fostering values, ethical behavior, fairness, equity, respect and integrity throughout the Department.
• Monitors trends and periodically reviews and analyzes concerns shared with the OCWB to identify patterns; makes recommendations for policies or practices that could be updated or enhanced to help minimize or eliminate recurring concerns; provides early detection of issues of potential significance or concern and advises on appropriate remedial and preventive action.
• Prepares an annual report on the number and type of issues addressed, the extent to which issues were resolved, trends, patterns and gaps in organizational policies and practices, while maintaining necessary confidentiality.
• Performs other related duties as assigned.
  
  

Licensures, Certifications And Other Requirements

Certification in EEO, mediation (e.g., EEO Counselor Certification or SHRM-SCP) is preferred

Education

High School Diploma or its equivalent required. Bachelor’s degree in a Social Science, Human Resources, Law, Conflict Resolution, Psychology, or related field is preferred.

Work Experience

Applicants must have at least one (1) year of specialized experience equivalent to the next lower grade (Grade 12), or its non-District equivalent, gained in either the public or private sector. Specialized experience is defined as experience that is typically in or related to the work of the position to be filled and has equipped the individual with the particular knowledge, skills, and abilities to perform successfully the duties of the position. Examples of specialized experience for this position include but not limited to: experience overseeing the implementation of EEO complaint processing and ensuring compliance with applicable EEO laws, regulations, and policies; providing guidance to leadership on EEO regulations, best practices, and program requirements; delivering EEO-related training and outreach initiatives to promote awareness and compliance; analyzing workforce data to identify trends and barriers to equal employment opportunity and preparing comprehensive reports; and supervising and leading a team of EEO professionals to ensure effective program execution and continuous improvement.

Work Environment

Work location is in an office environment. Work is sedentary and may require walking and standing in conjunction with travel and attendance at meeting and conferences away from the work site and carrying light items, such as laptops, papers, books, small parts, and driving an automobile.

Other Significant Factors

This position is deemed as “Security Sensitive” pursuant to Chapter 4 of the D.C. Personnel Regulations, in addition to the general suitability screening and criminal background check (pre-employment and periodic), individuals may be subject to the following checks and tests:

• Traffic record check (as applicable);
• Pre-employment drug and alcohol test (as applicable);
• Consumer credit check (as applicable);
• Reasonable suspicion drug and alcohol test;
• Random drug and alcohol test;
• Return to duty or follow-up drug and alcohol test; and
• Post-accident or incident drug and alcohol test.
  
  

The incumbent is required to possess and maintain a valid motor vehicle operator’s permit.

This position is “At Will”. At will employment applies to the Management Supervisory Service (MSS). All positions and appointments in the MSS serve at the pleasure of the appointing authority and may be terminated at any time with or without cause. This position is not in a collective bargaining unit.

The District of Columbia Government is an Equal Opportunity Employer: all qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, genetic information, disability. Sexual harassment is a form of sex discrimination, which is also prohibited. In addition, harassment based on any of the above-protected categories is prohibited.

Click here to review additional information Employee Disclosure & Information for Applicants