Director, Center for Faculty Diversity & Inclusion - 134283

Department Overview:

At the UC San Diego Office of the Vice Chancellor for Equity, Diversity, and Inclusion (VC-EDI), we believe that true excellence is achieved through productive relationships among people of diverse perspectives. Creativity and innovation prosper when the collective talents of our students, faculty, and staff are joined together in an environment that is open and inclusive. We define greatness by our ability to work together in a climate of shared respect, where diverse perspectives are valued and opportunities for growth and self-reflection exist for all. VC-EDI works in partnership with other Vice Chancellor areas to ensure that students, faculty, and staff find community and self-empowerment, regardless of heritage, orientation, or situation.

Central to the purpose of the Office of the VC-EDI is to ensure that our community is one of equal opportunity, where mutual respect and cross-cultural collaboration is fostered and open dialogue is encouraged. It is our mission to provide leadership, build capacity, and forge partnerships to facilitate shared responsibility for creating a diverse, equitable, and inclusive campus in which students, faculty, and staff can thrive.

The VC-EDI, through partnership and collaboration, directs campus efforts relative to diversity initiatives, which includes the work of the Campus Community Centers, as well as the efforts of the Center for Faculty Diversity and Inclusion.

The Center for Faculty Diversity and Inclusion (FDI), under the Office of the Vice Chancellor for Equity, Diversity, and Inclusion, provides leadership and works collaboratively to cultivate an academic culture of inclusive excellence. Our priorities include recruiting and retaining a diverse faculty; fostering inclusive faculty success; building capacity for equity-minded leadership; addressing disparities in experiences and advancement; and fostering civility and healthy workplace climates. The Center oversees the Faculty Equity Advisor Program, the Chancellor's Postdoctoral Fellowship Program, grant-funded cluster hire initiatives, grant-funded retention initiatives, a faculty peer mediation program, the Academics@UCSD Survey, several annual receptions, and various faculty development programs, including workshops and writing retreats.

The Director of the Center for Faculty Diversity and Inclusion (FDI) provides leadership, strategic planning, and organizational management for the Center. Incumbent also provides advice to the Associate Vice Chancellor for Faculty Diversity and Inclusion (AVC) and Vice Chancellor for EDI regarding faculty development, academic personnel policies, and trends and best practices for recruitment, retention, and climate improvement. Incumbent is a member of the Vice Chancellor's leadership team and serves as a subject matter expert in Faculty EDI related matters. The Director's portfolio includes: oversight of faculty development programs; developing programs that advance faculty climate improvement; consultation on various faculty EDI matters, FDI events, as well as oversight and management of the Center and its personnel and financial resources.

Position Overview:

The Director co-leads, with the AVC, the growth and direction of FDI. Incumbent uses advanced operational concepts and objectives to resolve complex issues. Incumbent develops and oversees the implementation of new programs and processes to help faculty thrive at all career stages - including faculty learning communities, seminars, conferences, and workshops. The Director independently and/or in collaboration develops and conducts training sessions for faculty, academic leadership, and department administrators and managers.

Director assumes full responsibility for the complex and often confidential analysis needed to direct the equity, diversity, and inclusion strategic planning for FDI, inform policy recommendations, and to counsel and advise the AVC, VC, and/or committees convened by the Office of the Vice Chancellor for Equity, Diversity and Inclusion. Incumbent independently writes reports, policy briefs, and other original documents. Incumbent exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results.

The Director also provides consultation, as needed, to divisional and departmental leaders in the planning and implementation of school-level and departmental diversity strategic plans that will foster institutional awareness of, and commitment to, faculty equity, diversity, and inclusion goals, including gender equity, pay equity, and equal opportunity for all qualified candidates for appointment and promotion. Incumbent advocates for and works collaboratively with faculty and administration to incorporate faculty EDI considerations into campus-wide efforts, including but not limited to New Faculty Orientation, New Chair Orientation, CAP Training, Teaching and Learning Commons. This position requires a high level of cultural awareness, tact and diplomacy to effectively advise a diverse clientele on complex and/or particularly sensitive issues.

The Director acts as liaison and maintains communication and collaboration with relevant partners (APS, Teaching and Learning Commons, Academic Senate, Office of the EVC, Office of the President, FEAs); serves as primary contact for faculty, providing consultation and resources as needed; triages when appropriate; communicates on behalf of AVC for Faculty Equity, Diversity, and Inclusion with campus senior leaders, faculty, and UCOP. The Director represents UC San Diego on systemwide committees and work groups.

The Director is responsible for independently developing and managing a communication plan for the VC-EDI faculty area to engage faculty and administrators and encourage increased participation, and partners with UC San Diego communications when appropriate. Incumbent is responsible for the content on FDI's website, promotional and programmatic materials, as well as various correspondence to senior campus leaders and faculty.

The Director provides supervision of staff and student employees and provides project management and oversight, including budget oversight of faculty related programmatic and educational activities. Incumbent sets clear goals and implements metrics to evaluate the success strategies and initiatives, analyzing effectiveness efforts, improving existing processes, and researching new best practices and approaches.

• Occasional weekend and evening work.

• Advanced experience with strategic planning in Higher Education and ability to provide leadership in programming and operational management.

• Demonstrated ability to give appropriate counsel about complex and nuanced matters that are often highly political, sensitive, and confidential preferably in a University/College setting.

• Advanced understanding of the unique challenges and concerns of underrepresented groups (e.g. including implicit bias), best practices for creating inclusive environments, and best practices for diverse recruitment.

• Strong communication and interpersonal skills to communicate effectively with all levels of staff and influence, both verbally and in writing.

• Advanced project management skills.

• Graduation from college with a relevant degree such as Administration, Policy, Management or allied field. Master's degree preferred.

• Advanced analytical / problem-solving skills. Demonstrated experience and ability to apply critical thinking and problem-solving skills to independently identify and research issues.

• Ability to exercise good judgment, tact, diplomacy, and discretion in handling a variety of complex and highly confidential matters; ability to exercise discretion, resourcefulness in interacting with a diverse group of populations including faculty, high level administrators, researchers, staff and students.

• Excellent facilitation skills. Ability to lead group discussions, including expressing ideas effectively, seeking and respecting the opinions of others, active listening, ability to summarize ideas concisely and bring discussion to effective conclusions.

• Demonstrated leadership and communication skills, and proven ability to work collaboratively and effectively with campus senior leadership, faculty, staff, students, and the public.

• Demonstrated excellent composition skills to write white papers, proposals, briefs, summaries, presentations, letters, policies, procedures, and excellent proof reading and grammar skills.

• Ability to read and interpret complex policy documents to evaluate their impact.

• Background check required.

• Duties may require direct contact and/or supervision of children (defined as individuals under the age of 18); completion of the Child Abuse and Neglect Reporting Act (CANRA) form will be required.

If employed by the University of California, you will be required to comply with our Policy on Vaccination Programs, which may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements.

To foster the best possible working and learning environment, UC San Diego strives to cultivate a rich and diverse environment, inclusive and supportive of all students, faculty, staff and visitors. For more information, please visit UC San Diego Principles of Community.

UC San Diego is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status.

For the University of California's Affirmative Action Policy please visit: https://policy.ucop.edu/doc/4010393/PPSM-20
For the University of California's Anti-Discrimination Policy, please visit: https://policy.ucop.edu/doc/1001004/Anti-Discrimination

UC San Diego is a smoke and tobacco free environment. Please visit smokefree.ucsd.edu for more information.

Misconduct Disclosure Requirement: As a condition of employment, the final candidate who accepts a conditional offer of employment will be required to disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct; received notice of any allegations or are currently the subject of any administrative or disciplinary proceedings involving misconduct; have left a position after receiving notice of allegations or while under investigation in an administrative or disciplinary proceeding involving misconduct; or have filed an appeal of a finding of misconduct with a previous employer.

a. "Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer. For reference, below are UC's policies addressing some forms of misconduct:

• UC Sexual Violence and Sexual Harassment Policy
• UC Anti-Discrimination Policy
• Abusive Conduct in the Workplace