Employment Opportunities

Restore America’s Estuaries is dedicated to the protection and restoration of bays and estuaries as essential resources for our nation.

Unless otherwise noted, open positions will be posted until filled. With questions, please reach out to apply@estuaries.org.

Open Positions

Grants Administrator, Great Lakes Environmental Justice Grant Program

Program Director, Great Lakes Environmental Justice Grant Program

Equal Employment Opportunity

RAE is committed to equal opportunity in employment.  RAE actively seeks and employs qualified persons, and administers all personnel policies and practices affecting its staff, without discrimination on the basis of race, color, religion, ancestry, national origin, citizenship, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression, sexual orientation, marital status, age, disability,  genetic information,  service in the military, or any other characteristic protected by applicable federal, state, or local laws and ordinances. RAE is also committed to providing a workplace free from harassment based on any of the characteristics listed above.  These policies apply to all aspects of employment, including but not limited to recruitment, benefits, wage and salary administration, scheduling, disciplinary action, termination, and other programs.

RAE will also not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If a staff person feels they have been subjected to any harassment or retaliation, they should bring it to the attention of the Operations Manager.  If a supervisor is not available, or is the cause of the harassment, the President should be notified; similarly, if the President is involved, the Chair of the Board should be contacted.

Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described below.

“Adverse conduct” includes but is not limited to:

  • Shunning and avoiding an individual who reports harassment, discrimination, or retaliation;
  • Excluding an individual from meetings or communications in which they would normally participate;
  • Expressing or implying threats or intimidation intended to prevent an individual from reporting harassment, discrimination, or retaliation; or
  • Denying employment benefits because an applicant or staff member reported harassment, discrimination, or retaliation or participated in the reporting and investigation process.

RAE is committed to creating and maintaining a workplace in which all staff have an opportunity to participate and contribute to the success of the mission and the organizational culture values for their skills, experience, and unique perspectives. This commitment is embodied in organization policy and the way we operate and is an important principle of sound management.  As such, RAE welcomes applications from people with differing abilities and perspectives.  We have taken steps to make our work facilities barrier-free and accessible as defined by state and federal statutes.  We have sought to identify the essential functions and physical requirements of all distinct jobs at RAE, and will make reasonable adjustments, through scheduling, task reassignment and other methods, to reasonably accommodate applicants and employees with disabilities, absent undue hardship.