Diversity & Inclusion Director-Salt Lake City, UT
The Diversity & Inclusion Director leads the development and implementation of proactive diversity, inclusion and belonging initiatives in support of the University’s strategic plan to create a learning and working environment where all have an opportunity to succeed. The Director is a senior level management position reporting to the Sr. Vice President of People & Talent. The Director champions the importance and value of a diverse and inclusive environment and leads the development of a vision and effective strategy to create a culture for equity, diversity, and inclusion. This leader actively engages people leaders and employees to further behaviors, attitudes, and policies that support diversity, equity, and inclusion. The Director will collaborate with stakeholders to assess potential barriers and will develop strategies to recruit and retain a diverse workforce. This leader will also collaborate with stakeholders to assess the need for, and recommend training initiatives on, cultural competency, gender differences, disability, sexual harassment, and other topics designed to increase awareness and support of equity and inclusion values, and maintaining compliance with applicable laws. This leader will reside in our Salt Lake City, Utah headquarters location.
Essential Job Functions
The primary areas of accountability include compliance, advocacy and education. The incumbent serves as advisor and resource person for management in the areas of diversity, inclusion, equity and belonging. The candidate will collaborate with the Employee Experience team to understand and resolve claims of discrimination and unfair treatment. This leader will also work closely with the Learning & Talent Development team on training and education initiatives. The Director will:
1. Define and execute strategy in support of our diversity and inclusion philosophy that will enable client to attract, develop and retain top talent.
2. Plan, guide and advise leaders on all areas of diversity, equity, inclusion and belonging. Collaborate with leaders to create, implement and monitor programs designed to ensure fair and equitable treatment of all employees.
3. Lead the client in implementing strategic initiatives, including the creation of a culture for equity, diversity, inclusion and belonging. Partner with leaders and internal and external constituencies to ensure programs support the institution’s values, leadership principles and strategic goals.
4. Provide strategic direction for training initiatives on cultural competency, gender differences, disability, sexual harassment, building a climate of equity and inclusion, and other topics designed to increase awareness and support of equity and inclusion values, s.
5. Maintain compliance with applicable laws in collaboration with University stakeholders.
6. Form and lead client Leadership Diversity Council. Support multicultural programs and events and Employee Resources Groups (ERGs). Engage leaders in external professional diversity advocacy associations.
7. Promote client commitment to a climate of equity, diversity, and inclusion through interaction with the executive staff, all people leaders, employees, students and the community.
8. Represent the client to external community, organizations, and agencies. Collaborate with external and internal constituency groups, including students and protected veterans, to promote and advance diversity, equity, and inclusion.
9. Manage the institution’s workforce analysis and oversee compliance with Equal Employment Opportunity, Title IX and other applicable regulations.
10. Serve as the central resource for student, faculty, staff and the client community on issues related to protected class discrimination, harassment and Title IX.
11. Establish and maintain an internal audit and reporting system to allow for effective measurement of client programs. Assess and monitor program effectiveness and keep management informed of equal opportunity progress and issues through periodic reports.
12. Manage the department budget, including developing budget proposals and monitoring expenses and accounts.
13. Collaborate with other P&T leaders, engaging with them to identify and support meaningful and relevant programs and practices.
14. As the department grows, this leader may also build a team. This involves hiring future leaders and inspiring and developing team members to do their best work.
Required Education and Experience
A Master’s degree in social justice, public administration, human resource management or other related field.
Five to eight years of experience advancing diversity, equity, and inclusion in a complex organization; including three years of experience working in an EEO compliance function; and including two years of people management experience.
Position is based in our Salt Lake City, Utah headquarters office. Relocation assistance is available.
Knowledge, Skills and Abilities
· Knowledge of people leadership, managerial principles and practices
· Understanding of establishing and managing budget
· Knowledge of advanced theories, principles and best practices related to diversity, inclusion, equity, belonging
· Ability to listen and influence across all client functional groups
· Ability to develop programs, articulate concepts, create action plans, measure results
· Policy and procedure development and administration
· 1964 Civil Rights Act, the 1991 Civil Rights Act, the Americans with Disabilities Act, Title IX of the Education Amendments of 1972, Equal Employment Opportunity, and other applicable laws;
· Knowledge of applicable local, state and federal laws, codes, rules, and regulations
· Strong understanding of Human Resource principles, policies and practices
· Demonstrated ability in areas of conflict resolution and mediation methods
· Propensity to influence change, understand ambiguity, and lead in a fast-paced organization
· Ability to analyze and make sound recommendations on complex management and administrative issues, including identifying alternative solutions, projecting consequences of proposed actions, and making recommendations in support of goals
Demonstrates the following competencies and principles in the achievement of objectives:
Student Centered: Always keeps the student at the center of everything we do and why we do it. Makes decisions and guides efforts to improve and expand value for client and employees.
Strategic Thinking: Applies broad strategic direction, with client-wide impact, and in a distributed organization context. Anticipates beyond short term and thinks critically. Deals effectively with paradox.
Execution and Achieves Results: Focused on results, not just activity. Exceptional skill and demonstrated success in delivering and improving results in a higher education senior leadership role. Strong bias for, and practical experience in, measuring and improving performance metrics.
Managerial Courage: Willing to tackle difficult topics and conventional thinking in a respectful and productive manner; doesn’t hold anything back that needs to be said.
Thinks Big/Innovation: Formulates a bold vision, sees around corners, and inspires results. Fosters creative thinking and brings innovation successfully to market. Continually challenges and sets new standards for the status quo.
Inquisitive, analytical thinker: Data-driven thinker who effectively diagnoses root causes, and identifies primary drivers of performance outcomes. Obsesses about controllable inputs and defines and prioritizes activities to change them for the positive.
Judgement: Deals effectively with paradox, exhibits good instincts, while being willing to make tough calls, with some degree of adaptability.