|Associate Dean, Diversity, Equity, Inclusion, and Anti-Bias|
Company: Columbia University
Location: New York, NY
Employment Type: Full Time
Date Posted: 09/22/2021
Expire Date: 11/22/2021
Job Categories: Collegiate Faculty, Staff, Administration
Associate Dean, Diversity, Equity, Inclusion, and Anti-Bias|
The Columbia Climate School embraces diversity, equity, inclusion, and anti-bias as central to our mission, excellence, and success. We are committed to developing an inclusive, welcoming, and diverse workplace for our faculty, researchers, staff, and students.
The Associate Dean for Diversity, Equity, Inclusion, and Anti-Bias (DEIA) will conceptualize, develop, and implement cohesive DEIA initiatives across the various centers and campuses within the Climate School to support the academic, social, professional, and personal success of underserved and marginalized students, researchers, faculty, and staff members. These efforts will build on and draw from previous initiatives and work, and will be undertaken in close partnership with students, staff, Climate School leadership, faculty, and colleagues across all the University with a thoughtful eye to the burgeoning school culture. The Associate Dean will oversee DEIA across the Schoolís different functions, including degree and non-degree education, research, and impact-oriented activities. The Associate Dean reports to the Senior Associate Dean of Finance and Administration and Founding Dean and will serve as a key member of the Deanís leadership team. In addition, the Associate Dean will serve as a key and influential partner and leader in Academic and Student Affairs, providing thought leadership in DEIA work across the school.
Create a cohesive strategic vision for DEIA in the Climate School and planning process to achieve this vision, which may include the creation of working groups, committees, or focus groups.
Leverage existing DEIA plans, work, and efforts to create a shared cohesive vision for the future of DEIA in the Climate
Use a data-driven approach to create an action-oriented framework to address DEIA concerns across the School.
Institutionalize coordination, support, monitoring and evaluation for DEIA efforts across the Climate School.
Facilitate a shared vision and a deeply intersectional approach to the delivery of DEIA within the School by partnering with multiple stakeholder groups.
Facilitate an open, inclusive, and welcoming culture across all campuses and fieldwork, for everyone from students, scientists, and faculty to campus visitors and external partners.
Facilitate an inclusive and accessible environment for all, regardless of race, gender orientation, physical ability, or economic background.
Programming & Training
Develop programs and initiatives that create a sense of belonging across the entire Climate School community.
Serve as a collaborative partner who empowers and coordinates action across campuses.
Catalyze institutional dialogue, pose critical questions, and create safe spaces for goal driven dialogue on topics such as race, sexual orientation, ability, gender identity, and religion.
Coordinate and facilitate DEIA trainings and learning opportunities for all staff, faculty, and students.
Provide strategic and administrative leadership to design and align programs and services that support the academic and social-emotional needs of underserved students across the School.
Cultivate resources and services for international students, First-Generation students, and other underserved populations.
Create opportunities to deeply engage students in diversity and inclusion programming.
Drive efforts for inclusive academic content that is culturally sustaining and relevant to underserved students, including support for faculty and lecturers (curriculum, trainings, etc.)
Hiring, Retention, and Promotion
Partner with the Faculty and human resources to ensure DEIA is a critical part of the process in all School hires, particularly academic appointments.
Partner with human resources to ensure that all staff have the knowledge, tools, resources, and support they need to be conscious thought partners in the creation of an equitable school culture.
Make critical investments in the team and ensure that the principles of justice, equity, diversity, and inclusion are embedded in the organizational culture and structure.
Ten to twelve years of progressively responsible diversity and inclusion-related management experience in an academic or related environment.
Demonstrated leadership in designing and implementing strategic initiatives around diversity, equity, and inclusion and Anti-Bias that foster an engaging and dynamic workplace and student learning environment.
Expertise in translating a vision and strategy into a practical plan with concrete methods of implementation and measurable outcomes.
Deep understanding of, sensitivity to, and appreciation for the experiences of marginalized people, including but not limited to women; Black people, Indigenous people, and other people of color; LGBTQ+ identified people; people who experience religious discrimination; and people with disabilities.
Personal commitment to self-evaluation/self-reflection and learning more about identities and the systems and influences of power, privilege, and oppression; commitment to advocating for similar self-evaluation and learning, among others.
Genuine interest in empowering students and the ability to connect with students one-on-one with warmth and openness; ability to identify and implement innovative approaches to engage underrepresented and marginalized students.
Understanding of the national trends and issues related to diversity, equity, and inclusion in higher education, knowledge of successful retention strategies for students of color.
Equal Opportunity Employer / Disability / Veteran
Columbia University is committed to the hiring of qualified local residents.
Company Name: Columbia University