Executive Director, Diversity and Inclusive Culture, Drexel
Reporting to the Chief Diversity Officer, the Executive Director of Diversity and Inclusive Culture is responsible for developing and delivering upon the University’s diversity, inclusion, and equity strategy. The Executive Director will lead the design, delivery, implementation, and analysis initiatives that support Drexel University. The Executive Director of Diversity and Inclusive Culture will engage and collaborate with organization leaders, faculty, staff, students and other key stakeholders to inspire and influence a diverse environment, providing thoughtful leadership and guidance regarding drivers, strategies, and goals. This position is critical in managing the change process necessary to improve diversity and inclusion results, operationalize the link between diversity and excellence and to grow and sustain inclusion efforts. The Executive Director will demonstrate progressive management values and standards to inform transformative inclusion and equity practices.
- Develop and clearly communicate efforts to institutionalize the diversity achievement plan and overall strategy to internal and external stakeholder.
- Coordinate and support efforts to improve inclusion, diversity, and equity services and programs related to strategic planning and change management, learning and development, employee and student engagement, including but not limited to, oversight for employee resource groups; providing subject matter expertise and creating solutions and ideas towards diversity interests.
- Recommend new approaches, policies and procedures to effect continuous improvement (Best Practices) of University processes.
- Oversee the analysis and presentation of diversity related data; use data to effectively show status, report progress, and inform decision-making.
- Analyze and offer solutions to improve the Diversity Achievement Plan Dashboard metrics by recognizing themes from diversity and inclusion plan initiatives; share best practices and coordinate centralized support to address interests and needs.
- Assist in developing retention strategies, including onboarding, mentoring and developmental opportunities.
- Lead the development and implementation of D&I education and training initiatives.
- Work with small groups or teams to restore professional relationships following an informal or formal complaint under an Office of Equality and Diversity (OED) policy. Relatedly, work with Human Resources or Student Conduct and Community Standards to develop educational sanctions for individuals found to have violated the University’s nondiscrimination policies.
- Ensure through educational programs, communications, and other outreach that individuals are provided with all relevant information and resources regarding preventing, reporting and addressing bias incidents, discrimination and harassment including sexual and gender-based harassment and misconduct.
- Create, manage, and promote meaningful and engaging educational and prevention programs that build and support our welcoming, inclusive, respectful, engaging, and diverse University community and promote understanding of diverse and global backgrounds, experiences and perspectives to enrich our University community.
- Create, manage and promote multi-disciplinary programming to facilitate dialog and address issues of sexual violence, gender equity, inclusion and diversity, alcohol and substance abuse, intimacy, consent, the “hook up” culture, social media, bullying, hazing, classicism, racism, disability accommodation and universal design, and other issues that can impact campus culture and the educational and work environment.
- Participate on individual matters as part of the University’s Title IX Team and lead the Bias Incident Response Team.
- Develop and administer a program for the training and deployment of Support Advisors, faculty and professional staff who are available to, consistent with University policy, support individuals involved in the formal complaint process for matters involving sexual and gender-based harassment and misconduct and other civil rights matters.
- Collaborate with HR Business Partners to provide resources to members of the University community to manage conflict and improve positive, productive relationships with other member of our community upon request, i.e. conflict coaching, mediation, and team building workshops.
- Administer the Colleague Resource Group (CRG) Policy and collaborate with the University’s CRGs to promote the mission of the University and raise awareness and understanding of issues affecting and important to traditionally underrepresented groups and their allies. Oversee CRG participation in new employee orientation.
- Partner with the Student Center for Diversity and Inclusion to empower and support students of all backgrounds as they build a sense of community that reflects the diversity of Drexel
- University’s student population and to ensure that all student voices are heard and engaged.
- Participate in and, as appropriate, lead University committees convened to address matters pertaining to civil rights, diversity, and inclusive practices and culture.
- Participate in the development and dissemination of strategic communications, including response to bias incidents and current events affecting the University community, as well as regular communications to the OED listserv.
- Develop content for the OED and HR websites and social media outlets.
- Compile the annual, university-wide Inclusive Community Report, which supplements the University’s Diversity Achievement Plan.
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