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DIR, EDI ASSESSMENT & RESEARCH
Job Title: DIR, EDI ASSESSMENT & RESEARCH
Job Code: 2110
FLSA: E
Job Level: 15
Revised Date: 02/01/2022
Job Family: JF 28
Occupational Summary
The Director of EDI Assessment and Research will provide leadership and strategic vision in efforts to research, evaluate progress, and compile and synthesize data that in part informs the direction of the organizations strategic goals in equity, diversity and inclusion. The Director of EDI will report to the SOM Vice Dean for Diversity, Equity and Inclusion, with dotted line to the Vice Dean for Faculty, on EDI assessment and research efforts. The Director will contribute to senior EDI Leadership and team efforts to advance strategic goals, priorities and resource alignment through assessment of strategy impact and effectiveness. The Director will also collaborate and facilitate connections across School, University and Health System offices to align efforts in EDI assessment and will oversee and support EDI analytics staff who work to conduct analyses and develop reporting tools to systematize reporting on outcomes and progress measures. The Director of EDI will contribute to the research mission of the School by advancing knowledge and scholarship in EDI across the broader academic community.
Work Performed
Research, develop and track outcomes and progress measures to facilitate sustainable longitudinal assessment and monitoring of strategic EDI goals, efforts and impacts across the School of Medicine, including but not limited to the following domains: Diversity among leadership, faculty, staff and learners, including representation, candidate/applicant pools, recruitments, admissions/matriculation/graduation, retention, promotion, tenure, and departures. Equity in opportunities and experience, including compensation, professional development and career advancement opportunities, and pipeline development efforts. Inclusive excellence in work and learning environments, including education in EDI for our leadership, faculty, staff and learners, inclusive leadership reviews, and experiences of the culture via surveys and other approaches, including reports of bias and discrimination.
Develop and implement processes to measure and track the effectiveness of strategies, initiatives, programs, and other interventions that advance strategic EDI goals for faculty, staff, and learners across the SOM. Support de-centralized efforts to assess effectiveness of initiatives through consultation with leaders on developing, measuring and reporting progress and outcomes. Oversee and support approximately 1-2 EDI analytics staff in their efforts to design and coordinate data collection, analysis, visualization and reporting on EDI data, metrics, and program effectiveness in support of the development and advancement of EDI strategies across the School and within entities, including administration, academic programs, departments, centers and institutes. Support development of annual reports on diversity strategic plans through reporting on progress and outcomes measures that inform the ongoing direction of efforts.
Participate in and lead working groups, committees and task forces across the School, University and Health System to facilitate appropriate alignment in EDI progress measures and outcomes for faculty, staff, and learner efforts, cadence of regular reporting, and data access and other information sharing necessary to drive cross- institutional accountability. Partner offices include but are not limited to the Office for Institutional Equity, Institutional Research, Faculty Development, IDEALS Office, CTSI, and SON.
Provide reports, support and consultation to School of Medicine senior leaders, department, center and institute Chairs/Directors and EDI Leaders in developing outcomes-driven strategies and plans.
Stay up to date on a diverse array of topics in EDI in academic medicine and health to support strategy development and evolution, written briefings, presentations and communications, as appropriate.
Advance knowledge in EDI in academic medicine through research-informed strategy development, peer-reviewed research, engagement with Duke and national scholars in EDI, and participation in relevant organizations such as AAMC Group on Diversity and Inclusion, among others.
Develop EDI data reports to support accreditation, grant funding requirements and proactive measures related to potential OFCCP audits, among other institutional requests and requirements.
Lead and support efforts to seek internal and external funding for EDI strategies and initiatives, as appropriate.
Required Qualifications at this Level
Education/Training
A Master Degree in higher education, sociology, social work, psychology or other related field is required. A Ph.D. is preferred.
Experience
Work requires a minimum of three years of relevant experience supporting the advancement of diversity, equity and inclusion through assessment and research, with administrative experience in a complex academic environment preferred.
Work requires research-based knowledge of equity, diversity and inclusion in academic environments, as well as analytical, communications, interpersonal and organizational skills. Must have demonstrated record of conducting assessment and coordinating analytics establishing progress and outcomes of EDI efforts. Additional years of related research, assessment and analytics experience or equivalent combination of education and experience is strongly preferred.
Skills
Demonstrated ability to review and conduct independent research, assess interventions, measure effectiveness and design tools to evaluate success in EDI strategies and efforts.
Exceptional interpersonal, communication and presentation skills.
Outstanding listening, collaboration and team building skills that facilitate coordination in an inclusive work environment.
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.
