Director, Organizational Inclusion
Emory University, a top research university located in Atlanta, is an inquiry-driven, ethically engaged and diverse community whose members work collaboratively for positive transformation in the world through courageous leadership in teaching, research, scholarship, healthcare and social action. (www.emory.edu)
Emory University School of Medicine, a cornerstone of the University’s Woodruff Health Sciences Center, has been at the forefront of medical knowledge and research, pioneering many advances and procedures that have changed the face of medical history. It is ranked among the nation’s top 20 schools of medicine in NIH research funding. The school of medicine’s three-part mission encompasses education, research and patient care. Its wide-ranging educational and training programs include medical students, graduate students, residents, fellows, postdoctoral students and students in the allied health professions.
Serving as a key member of the Dean’s office leadership team, the Director, Organizational Inclusion (DOI), will focus on the development of a comprehensive and strategic framework to support diversity and inclusion efforts within the School. The DOI will advance the tripartite mission by cultivating a diverse and inclusive work environment that encompasses the unique perspectives and experiences of faculty, staff, learners and all those whom we serve. Further, this new role will leverage subject matter expertise and tactical leadership toward a higher level of compliance achievement with internal and external regulations and accrediting bodies such as LCME.
The DOI will have central responsibility for overall program design of diversity and inclusion programs within the SOM. This will include developing and implementing a full range of initiatives that support ongoing leadership efforts to ensure organization-wide understanding, adoption and adherence to the SOM policy on diversity and inclusion. The DOI will engage in continuous, systematic and focused recruitment and retention activities to ensure diverse student, trainee, faculty and staff populations, including enhancement of mentorship and advancement opportunities. AAMC and other industry benchmarks will be utilized to define and set thresholds/goals for recruitment and retention programs, including the identification and tracking of metrics for monitoring of programming. The DOI will also focus on long term mapping of existing programming to diversity categories and collect data on program outcome effectiveness/resources/sustainability.
The following are additional key responsibilities of the DOI that will be performed on behalf of the School of Medicine:
Defining and Measuring Academic Diversity
- Articulate definition of diversity standards within context of SOM benefitting faculty, staff and learners.
- Development of policy and procedures for a universal set of diversity standards.
- Deploy, oversee and implement strategies to meet diversity standards.
- Establish and measure institutional metrics that adhere to diversity standards (inclusive of accreditation requirements).
Building Diversity in Learning Environments
- Ensure students and learners are reflective of prevailing diversity standards.
- Identify opportunities to align diversity and inclusion-based research into the core student curriculum.
- Enhance the learning experience of students through greater emphasis on diversity and inclusion within the classroom environment and experiences.
- Ensure the organization and alignment of programs dedicated to expanding the pipeline of diverse students that enter medical school and the health sciences.
- Work closely with internal Emory University entities (HR, OEI, WHSC) and external partners such as AAMC to develop best-in- class diversity/inclusion goal setting and strategic planning framework for the School.
- Hold a leading role on SOM-based diversity and inclusion committee structures such as SOM Executive Committee on Organizational Inclusion and SOM Committee on Community and Inclusion.
- Ensure full development and implementation of all action planning activities associated with ongoing LCME compliance and adherence to all applicable regulatory requirements.
- Manage annual diversity and inclusion calendar, including the collection, analysis and review of all diversity and inclusion-based activities within the SOM on an annual basis.
Data, Reporting and Compliance
- Manage all diversity and inclusion data collection and associated maintenance activities for SOM.
- Compile the submission of required annual reports and cultivate HR data regarding diversity of faculty, staff and learners.
- Work collaboratively with departmental leadership teams to maintain audit survey, cataloguing efforts and activities promoting diversity and inclusion at the local level.
- Collaborate with education teams on the annual review of students who have completed Emory pipeline programs (SSA + EPiC) using Student Tracker services.
- Evaluate engagement surveys for the purposes of initiating a continuous environmental scan of diversity and inclusion within the SOM (including long-term implementation of initiatives associated with 2016 Diversity Engagement Survey.
Creating a Community of Inclusion and Support
- Collaborate with University HR to ensure recruitment and retention efforts for faculty and staff align with diversity standards.
- Oversee the development of training, workshops and credentialing programs that enhance the diversity and inclusion abilities of faculty, staff, and students within the SOM and in alignment with Emory University/Emory Healthcare HR.
- Continuously refine training programs to heighten awareness of and reduce the impact of bias in recruitment, admissions, hiring and promotions processes.
- Expand reach of SOM into the diverse communities we serve, emphasizing key relationships and partnerships such as the Veteran’s Administration, Children’s Healthcare of Atlanta, Georgia Tech, Centers for Disease Control, etc.
- The ideal candidate will be a seasoned innovator in the field of strategic inclusion, diversity and/or human resources management. Experience influencing cultural change and outcomes in complex and matrixed environments is fundamental.
- Master's degree in a relevant field and five years of professional change management and leadership experience, preferably including three years in a healthcare or academic environment. A PhD is preferred.
- The candidate will possess a proven background of continual quality and process improvement along with effective program and data management that results in measurable cultural change and adherence to diversity and inclusion standards.
- An understanding and appreciation of the intersection among the clinical, teaching and research missions is essential.
- Skilled communicator and listener with a high degree of effectiveness in obtaining cooperation and support from a broad range of internal and external constituents.