Anti-Hate Policy Analyst, WA State Office of the Attorney General

Persons requiring reasonable accommodation in the application process or requiring information in an alternative format may contact the recruitment team at HREmployment@atg.wa.gov. Those with a hearing impairment in need of accommodation are encouraged to contact the Washington Relay Service at 1-800-676-3777 or www.washingtonrelay.com.

Position and Salary
The Attorney General’s Office is recruiting for an exempt full time Anti-Hate Policy Analyst in the Policy Division. This position may be located in King or Thurston Counties, Washington, and is not union-represented.

Policy Analyst salary: $87,240 annually.
The base pay offered will take into account internal equity

The following stipend may apply based on position requirements:

• Incumbents assigned to our Seattle office location receive an additional 5% King County Location Pay stipend.

Excellent Benefits
Washington State offers one of the most competitive benefits packages in the nation, including Medical/Dental/Vision for employees & dependent(s); Vacation, Sick, and Other Leave; 11 Paid Holidays per year; Public Employees Retirement System (PERS) plans; and Life Insurance. Beyond these traditional benefits, we offer Dependent Care Assistance, Flexible Spending Accounts, Public Service Loan Forgiveness, Tuition Waiver, Deferred Compensation, Employee Recognition Leave, and more.

With the goal of employee health and wellness, we also offer flexible schedules and telework options for most positions, a Wellness Program, the Employee Assistance Program, and numerous affinity groups to foster community and connection.

About the AGO Policy Division
Do you want to represent a dedicated and compassionate team working on projects that directly impact your community? If your answer is yes, the AGO Policy Division might be the right place for you.

The AGO Policy Division is a dynamic and groundbreaking group working in two specific areas:

• Researching & Improving Laws and Regulations
  The Legislature has tasked the AGO Policy Division with solving compelling problems through intense research, stakeholder engagement, and persuasive written reports. The work of the Policy Division has a direct and meaningful impact on communities and the people of Washington State. Example legislative topics assigned to the Policy Division include police use of force, Missing and Murdered Indigenous Women and People (MMIWP), hate crimes, immigrant and refugee issues, sexual assault, and data privacy.
• Managing High-Profile Policy Programs
  The Policy Division focuses on high-profile policy programs that address prominent and important community issues. The division is responsible for managing hotlines serving youth and veterans through its Office of Military and Veteran Legal Assistance (OMVLA) and HearMeWA programs.
  

About the Washington State Office of the Attorney General
Join an agency whose work impacts the lives of every resident of Washington State.
The Attorney General’s Office (AGO) serves more than 230 state agencies, boards, commissions, colleges and universities, as well as the Legislature and the Governor. The Office is comprised of nearly 700 attorneys and 800 professional staff, all working together to deliver the highest quality professional legal services to Washington state officials, agencies, and entities. This includes:

• Economic justice and consumer protection (safeguarding consumers, protecting youth, seniors, and other vulnerable populations)
• Social justice and civil rights (addressing discrimination, environmental protection, and veteran and military resources)
• Criminal justice and public safety (investigative and prosecutorial support, financial crimes)
• And much more!

Our agency also has national reach, representing the State of Washington before the Supreme Court, the Court of Appeals and trial courts in all cases that involve the state’s interest. If you want to make a difference, we may be the perfect fit for you! Learn more about the AGO here.

Anti-Hate Policy Analyst Position & Essential Functions
This position will support the planning, implementation, and operation of the AGO’s Hate Crimes and Bias Incidents Hotline. The position will be overseen by the Anti-Hate Policy Manager.

The Hate Crimes and Bias Incidents Hotline was created by SB 5427 (2024). The hotline currently prioritizes calls from individuals in three Washington counties who experienced hate crimes or bias incidents and refers them to appropriate resources, information, and referrals. The hotline will launch statewide by January 1, 2027. This position will work closely with the Senior Policy Analyst administering the hotline, and will respond to calls, engage in community outreach and engagement to increase awareness of the hotline, build and strengthen partnerships, and conduct policy analysis and research.

The essential functions of this position include:

• Outreach: Implement strategies for outreach and engagement to communities impacted by hate crimes and bias incidents to shape policy proposals and solutions. Engage the expertise of AGO attorneys and staff to help ensure the program initiatives and policy work are effective. Prepare, organize, and facilitate meetings with internal and external partners and stakeholders. Conduct outreach (in person and virtually) across the state on sensitive topics. Inform stakeholders about programs, understand their questions, concerns and implementation needs, and provide responsive information in collaboration with the program team.
• Hotline and Advisory Committee: At the direction of a Senior Policy Analyst or supervisor, support the project by, for example, scheduling meetings, taking notes, responding to hotline intakes, planning and facilitating subcommittee meetings, contributing to report writing and review, tracking progress, contributing to recommendations, and participating in stakeholder outreach and engagement.
• Policy analysis: Identify and analyze issues impacting the AGO or Washingtonians relevant to hate crimes and bias incidents, at the request of Senior Policy Analyst or supervisor. Analyze laws, regulations, programs, and funding issues, identifying problems and policy solutions.
• Research:Conduct thorough, accurate policy research; synthesize and present findings; clearly and succinctly analyze key issues and make recommendations. Organize and synthesize information across stakeholder meetings and other sources.
• Writing: Develop materials that present clear, accurate, and engaging information to targeted audiences. Adapt writing style and format appropriately for the assignment or product. As needed or at the direction of supervisor or Senior Policy Analyst, draft reports or sections of reports on policy impact and recommendations for improvement.
• Legislative: At the direction of supervisor, complete bill analyses and track legislation within the AGO Legislative team’s requested deadlines.

Required Competencies

• Demonstrates critical thinking, creative problem solving, and attention to detail.
• Applies a racial equity and inclusion lens to all areas of the project.
• Demonstrates strong writing and communication skills.
• Conducts outreach in an open, respectful and unbiased manner, demonstrating cultural humility, consistent with the anti-racist commitment of the AGO.

Ideal Candidate Profile: Desired Competencies, Skills, and Abilities

The ideal candidate is dynamic and outreach minded with a gift for relationship development. We are looking for innovative and nimble team players. They will have community-based, non-profit, or government experience and a deep understanding of complex community dynamics. They will have the ability to navigate intricate political, equity, or public safety analysis. We like assertive, but kind employees with inclusive, problem-solving skills. The following competencies are desired.

• Three years of work experience in public policy analysis, program coordination, community outreach, direct service, civil rights, or similar experience.
• A degree in public policy, social work, public health, law, political science, criminal justice, government, economics, or related field may substitute for some experience. A Bachelor’s degree may substitute for two years of experience, and a Master’s degree may substitute for three years of experience.
• Experience engaging with diverse communities, particularly those impacted by hate crimes, bias incidents, or other forms of discrimination.
• Experience supporting the day-to-day operations of a public-facing program, including scheduling events, coordinating with partners, and tracking deliverables.
• Experience building and maintaining collaborative relationships with law enforcement, service providers, community-based organizations (CBOs), and government agencies.
• Experience, policy familiarity with, or deep understanding of, the impacts of hate crimes and bias on marginalized communities, discrimination and/or trauma-informed service.

Typical successful backgrounds for this position include:

• Community outreach and engagement
• State agency policy
• Public health
• Public or community safety
• Civil rights

Application Instructions
In addition to completing the online application, applicants must attach the following documents to their profile in order to be considered for this position:

• A cover letter, describing your specific interest and qualifications for the position.
• A current resume, detailing your experience and education.

Read the following information completely:

• You may not reapply to this posting for 30 days.

• Carefully review your application for accuracy, spelling and grammar before submitting.

• The initial screening of applications will be solely based on the contents and completeness of the “work experience” and “education” sections of your application in www.careers.wa.gov, completeness of the application material submitted, and responses to the supplemental questionnaire.
• A resume will not substitute for completing the “work experience” section of the application.
• All information may be verified and documentation may be required.
• The Washington State Office of the Attorney General does not use the E-Verify system; therefore, we are not eligible to extend STEM Optional Practical Training (OPT). For more information, please visit www.uscis.gov.

Commitment to Diversity
Diversity is critical to the success of the mission of the AGO and we are committed to building an anti-racist and equitable agency. It is our goal to identify, discuss, and challenge racial inequity in the workplace and the impact it has on our employees, and, within our authority, combat racism that impacts the people of the State of Washington. This means recognizing, respecting, and appreciating all cultures and backgrounds—and fostering the inclusion of differences between people. Appreciating, valuing and implementing principles of diversity permits AGO employees to achieve their fullest potential in a professional, inclusive, respectful environment.

Our commitment to employee wellness is reflected in earning the 2024 “Zo8 Washington Wellness Award” from the Washington Health Care Authority.

Equal Employment Opportunity and Accommodations Requests

Honoring diversity, equity and inclusion means that as an agency, and as individuals, we are committed to ensuring that all employees and volunteers enjoy a respectful, safe and supportive working environment. Only by fostering the inclusion of people from all backgrounds, cultures and attributes, can AGO employees and volunteers achieve their fullest potential and best advance the goals and mission of the AGO. The AGO is an equal opportunity employer and does not discriminate on the basis of race, creed, color, national origin, sex, marital status, sexual orientation/gender identity, age, disability, honorably discharged veteran or military status, retaliation or the use of a trained dog guide or service animal by a person with a disability. Persons requiring reasonable accommodation in the application process or requiring information in an alternative format may contact the Recruitment Team at HREmployment@atg.wa.gov. Those with a hearing impairment in need of accommodation are encouraged to contact the Washington Relay Service at 1-800-676-3777 or www.washingtonrelay.com.

For questions regarding this recruitment or assistance with the application process, please contact HREmployment@atg.wa.gov. If you are having technical difficulties creating, accessing or completing your application, please call NEOGOV toll-free at 855-524-5627 or support@neogov.com

Salary

• $87,240/year

Benefits

More than Just a Paycheck!
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.

We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.

Read about our benefits:
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.

Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.

Insurance Benefits
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.

Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.

To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.

Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.

Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.

The Washington State Employee Assistance Program promotes the health and well-being of employees.

Retirement and Deferred Compensation
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.

Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.

Social Security
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.

Public Service Loan Forgiveness
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.

Holidays
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.

Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.

Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.

Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.

Sick Leave
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.

Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.

Vacation (Annual Leave)
Full-time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.

Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.

Pay status includes hours worked, time on paid leave and paid holiday.

As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.

Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.

Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.

Bereavement Leave
Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.

Additional Leave
Leave Sharing
Parental Leave
Family and Medical Leave Act (FMLA)
Leave Without Pay

Please visit the State HR Website for more detailed information regarding benefits.

Updated 07-21-2025