Top Diversity Executive plans and directs all aspects of an organization's diversity programs. Involved in recruiting, retaining, and training a talented, diverse workforce. Being a Top Diversity Executive studies, develops, and implements training programs to educate employees and offers support and knowledge. Stays abreast of changes in regulatory and market conditions that may affect the organization's diversity programs. Additionally, Top Diversity Executive makes any necessary changes or adjustments to ensure compliance and sensitivity to the needs of all employees. Requires a bachelor's degree or equivalent. Typically reports to top management. The Top Diversity Executive manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. To be a Top Diversity Executive typically requires 8+ years of managerial experience. Comprehensive knowledge of the overall departmental function. (Copyright 2024 Salary.com)
Status: Full-time Exempt
Reports to: Chief People Services Officer
Location: Tucson, AZ (may consider some remote locations)
Compensation: $95,000
Background:
The Center for Biological Diversity believes the welfare of human beings is deeply linked to nature — to the existence of a vast diversity of wild animals, plants and people. Because diversity has intrinsic value, and because its loss impoverishes society, we work to secure a future for all species, great and small, hovering on the brink of extinction. We do so through science, law, activism and creative media, with a focus on protecting the lands, waters and climate that humans, other species and all communities need to survive and thrive. We want those who come after us to inherit a world where the wild is still alive.
The root causes of extinction, habitat destruction, pollution, climate change and ruthless wildlife exploitation are also the driving forces of systematic oppression and the marginalization and exploitation of many human identities. The Center’s Internal JEDAI Director will work with our People Services team, our JEDAI committee and leadership to ensure justice, equity, diversity, accessibility and inclusion continue at the center.
Position Overview
The Director of Internal JEDAI (DoJEDAI), will provide strategic and creative leadership to advance the Center’s inclusion, equity and diversity goals. As a member of the Leadership Team, the DoJEDAI will engage collaboratively across the organization to develop, monitor and report on actionable and measurable JEDAI goals, strategies, and metrics in alignment with organizational development goals. The DoJEDAI will support the development and implementation of proactive and integrative policies, strategies and practices that lead to a more inclusive work culture, a broad base of diversity knowledge, support of affinity groups, and genuine inclusiveness. A successful candidate will use dynamic tools, continuous innovation and learning to reflect this in the workplace, the programs we carry out and our partnerships. They will serve as an institutional resource in areas of diversity, structural racism, justice, disability, ethnic and religious tolerance, equity, sexual orientation, and gender identity and expression.
The Director of Internal JEDAI, will also actively support the People Services department in their role of improving recruitment and hiring. This will include hands-on recruitment and creatively strategizing more efficient and effective ways reaching diverse candidates.
This highly strategic and facilitative position requires proven experience in diversity, equity, and inclusion training, coaching and an understanding of institutional and structural oppression as experienced in the U.S. The position also requires project management skills including research, planning, organizing, developing, and participating in and/or leading cross cultural/functional teams. In addition, this role requires experience in collaborative problem solving. We are looking for someone with a balance of empathy and pragmatism and someone who is a team player and leads by example to build trust and credibility.
The position requires someone who is committed to an appreciative inquiry approach, building a learning culture, and striving to help shape a positive, affirmative organizational culture.
Main Responsibilities
MANAGEMENT OF INTERNAL JEDAI EFFORTS
This person will be the Chair of the JEDAI committee leading the committee with the most current and relevant JEDAI techniques, ideas and tools to support our internal JEDAI efforts.
STAFF LIASON /CONTACT ON JEDAI ISSUES
LIFTING UP DIVERSE VOICES
STAFF TRAINING AND DEVELOPMENT
STAFF DIVERSIFICATION AND RETENTION
Skills/requirements
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