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VP, CHIEF DIVERSITY & BELONGING OFFICER
Job Title: VP, CHIEF DIVERSITY & BELONGING OFFICER
Job Code: 5617
FLSA: E
Job Level: N2
Revised Date: 03/01/2022
Supervisory Responsibility: Yes
General Description of the Job Class
The Vice President, Diversity, Equity, Inclusion & Belonging will engage and collaborate with leaders across the clinical enterprise, Duke Health, and the University to facilitate the creation of a sustainable culture that promotes diversity, equity, inclusion where every individual believes their dignity is respected and feels a strong sense of belonging. This leader will act as a key advisor to senior management and serve as the principal architect of DE&I strategies, structures, and organizational commitments across the clinical enterprise.
The Vice President, Diversity, Equity, Inclusion & Belonging will lead the organization in ensuring that diversity, equity, inclusion and belonging are embedded as imperatives in the strategic plan and human capital processes, recognizing that DE&I is the filter needed to look at everything in order to create a place and sense where everybody belongs. He/she will ensure that all initiatives are designed to enhance the human experience for all team members, patients and community members. This position reports dually to the Chief Human Resources Officer and EVP/COO, DUHS and will provide strategic leadership to heighten the demonstrated value for diversity, equity, inclusion and cultural humility throughout the organization.
Duties and Responsibilities of this Level
The Vice President, Diversity, Equity, Inclusion & Belonging will have responsibility for leading and guiding efforts to conceptualize, define, assess, foster, nurture, and cultivate a culture that genuinely values and leverages differences:
Help create and establish the team member and customer experience in that every patient, team member and community member feels welcome in a warm and inviting environment from the moment they cross the Duke Health threshold.
Develop, socialize, and execute a robust Diversity and Belonging Strategic Plan for the organization that not only elevates the inclusive definition of diversity to include race, age, ethnicity, ability, socioeconomic status, gender, gender identity, sexual orientation, religion, but also drives a sense of belonging.
Effectively collaborate with the Office for Institutional Equity and the network of DE&I resources across the enterprise, which includes Duke University and Duke Health, which consists of the School of Medicine, the Private Diagnostic Clinics and School of Nursing to deepen connection, enhance collaboration and capitalize on best practice sharing.
Establish a governance of local and central resources as listed above to embed and drive transformation, applying core change management principles.
Create standard metrics to measure progress, perform analytic assessments and provide regular progress reports to senior leadership.
Integrate best practices on how to limit inherent bias in core HR practices and policies to include recruitment, promotion, and development of talent.
Ensure that the organization is respectful and attractive to all individuals, values employees of all levels for their contributions to the team and overall strategic mission, and promotes a genuine sense of belonging.
Work with senior leadership to assess organization efforts on diversity and cross-cultural inclusion programs, establish best practices and identify programs to remove barriers that affect team member retention, satisfaction, and advancement.
Partner with OD and training resources to design diversity, equity and inclusion training programs that deepen and strengthen awareness, build capabilities, and promote a climate of belonging; demonstrate a willingness to meet employees at all stages of their diversity journey and bring them along with the organization.
Develop coaching strategies and dialogues that address specific concerns and issues, and act as a consultant to Human Resources and managers to resolve conflicts/disputes relating to diversity, equity, inclusion and belonging.
Engage community partners and create a diverse workforce pipeline that reflects service area demographics.
Remain knowledgeable and stay ahead of the curve by keeping leaders/organization informed of emerging trends local and national, that are likely to impact the health system.
Identify and develop plans to deal with diversity, equity, inclusion and belonging issues that are not currently being addressed within the organization.
Required Qualifications at this Level
Education
Bachelor's degree in a related discipline, while graduate level preparation (MA, MS, MD, JD, PhD, or other degree) is preferred
Experience
A combined 10-15 years of work experience in the broader field of diversity, equity, and inclusion with a demonstrated track record of leading Diversity and Belonging while successfully developing and implementing a comprehensive strategy and while addressing diversity/inclusion goals in the context of a major, complex organization. Experience in the healthcare industry is a plus.
Degrees, Licensure, and/or Certification
N/A
Knowledge, Skills, and Abilities
Technical Mastery of DEI&B: has an excellent command of all aspects of diversity, equity, and inclusion. Demonstrated success and desire to build a culture of belonging in the workplace.
Executive Presence: highly effective communicator--skilled at navigating the political landscape, responding well to politically charged and/or sensitive situations. He/she must know how to build consensus, gain buy- in, and work through competing interests.
Ability to Cultivate a Common Vision: must be able to develop, support and cultivate a collaborative vision for diversity and belonging as well as have the ability to implement and track that vision.
Sophisticated Interactive Abilities: must possess a high degree of both emotional intelligence and communication skills; must be flexible, open minded, responsive to feedback, able to problem solve, innovative, demonstrate courage in advancing a complex agenda and add value outside of core areas of expertise and experience.
Cultural Integration: ensure diversity and belonging efforts are embedded throughout all people processes and partners with operations to connect with patient care endeavors and further extend to community relations.
Results Orientation: must be a culture disruptor and innovative thinker, with a track record for translating strategy into action. The Vice President, Chief Diversity & Belonging Officer must be committed to accountability for advancing diversity, equity, inclusion and belonging throughout the institution using metrics to demonstrate progress toward goals.
Distinguishing Characteristics of this Level
The intent of this job description is to provide a representative and level of the types of duties and responsibilities that will be required of positions given this title and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description.
Duke University is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.
Essential Physical Job Functions
Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.
