Chief Diversity Officer (CDO)

The Association of Universities for Research in Astronomy (AURA) is a non-profit organization whose role is to establish, build, nurture, and promote world-class astronomical observatories and facilities that advance science and innovative research. AURA carries out its role through astronomical Centers, located in five states and two countries (USA and Chile), and staffed by 1,500 employees. Primary funding for AURA’s activities comes from the National Science Foundation and the National Aeronautics and Space Administration. AURA engages with the broader astronomical community through its Member Institutions: 46 US universities and research institutes, as well as 4 international affiliates. AURA, as a leader in the astronomical community, is committed to diversity and inclusion. AURA develops and supports programs that advance our organizational commitment to diversity, equity and inclusion, broadens participation, and encourage the advancement of diversity and inclusion throughout the astronomical scientific workforce.

We are currently seeking a Chief Diversity Officer (CDO). As a member of our leadership team, you will work closely with leaders across the AURA enterprise to shape the organization’s culture to one that promotes diversity, equity and inclusion (DEI). Your core responsibility will be to ensure the development, implementation and achievement of programs/initiatives [across AURA and its Centers] that visibly demonstrate AURA’s commitment, enable a welcoming and productive culture and workplace and align with our strategic plan. The CDO reports to the President of AURA and is a member of the senior leadership team. AURA can be flexible in supporting this position co-located to any of AURA’s U.S. based facilities. However, Tucson, AZ and Boulder, CO are probable locations.

 

The CDO will primarily be responsible for:

• Leading the organization and its centers in developing and implementing strategic initiatives, including the creation of a culture for diversity, equity and inclusion.
• Planning, guiding and advising the corporate and center leadership on diversity, equity and inclusion matters.
• Identifying institutional barriers to diversity, equity, and inclusion, and working with leadership to remove those barriers to ensure full and equitable participation for existing and future staff.
• Providing strategic direction for training initiatives on such areas as cultural competency, gender differences, race/ethnicity, disability, harassment, and other topics designed to increase awareness and support of the organization's values.
• Educating internal and external constituencies with respect to key priorities in diversity, equity and inclusion.
• Acting as an advocate for diversity, equity and inclusion with AURA leadership and staff.
• Representing AURA in establishing partnerships and affiliations with external organizations, community and agencies.
• Engaging with internal working groups, affinity groups, self-organized groups, etc. to build mechanisms to receive employee input and support grass roots DEI efforts and activities.
• Collaborating with Human Resources to support effective talent management strategies including hiring practices, internal training and support designed to recruit and retain under-represented staff.
• Establishing and maintaining an internal audit and reporting system to allow for effective monitoring, measurement and reporting of organizational program effectiveness.

Experience and Qualifications:

A Master’s Degree (preferred) in D&I, Social Justice, Human Resources, Social Science, Education, or a related field. Four+ years’ experience advancing a diversity, equity and inclusion program/plan at an organizational level. Five + years’ of leadership experience. Prior experience in a STEM or academic environment is very helpful.

Substitution of additional relevant education or experience for stated qualifications may be considered.

Knowledge, Skills and Abilities:

• Knowledge of diversity, equity and inclusion standard methodologies, state of the profession and research.
• Experience advocating and educating with respect to diversity, equity and inclusion.
• Experience in the definition, implementation, improvement and/or leadership of diversity, equity and inclusion programs, including planning, training, policies, practices, etc.
• Experience with strategy development, management principles and practices and/or organizational change
• Ability to cultivate and develop collaborative working relationships with internal and external partners. Ability to negotiate, influence and build consensus.
• Skill in analyzing, measuring and reporting on the efficacy of DEI programs and activities.
• Ability to serve as an internal resource and consultant.
• Understanding of, sensitivity to, and respect for diverse academic, socio-economic, ethnic, religious, and cultural backgrounds as well as identities, gender identity, sexual orientation, disability, etc. of staff.
• Deep level of empathy and emotional intelligence.
• Ability to converse in Spanish is highly desirable.
• Travel [local, domestic and some international] is required for this position generally about 25% of the time but may be up to 40% in the early stages of the position.

The above details both minimum requirements as well as desired skills and experience. Research shows that individuals from marginalized groups may feel that they have to meet 100% of the required *and* desired skills and experience before applying for a new job. We remind you that this is not the case - if you meet the minimum requirements, have the passion for the work, are highly organized and able to manage multiple priorities at once, and you have experience working across cultures, we strongly encourage you to apply.

TO APPLY: While we do still need to receive a resume from you, this will not be the only tool we use to review your application. We are also interested in hearing about your vision of, and motivations for, diversity, equity, inclusion, and social justice, so we are asking you to submit answers to the following questions as part of your application. Please provide any specifics and/or details from your prior experience(s) that may be helpful to understand your responses.

1. Please describe your vision of an ideal workplace that fully embraces diversity, equity, inclusion and social justice. (250-500 words)
2. What motivates you to do this work? What about it gives you the greatest satisfaction? (250-500 words)

To apply, you must use the link below to complete on-line application:
https://stsci.slideroom.com/#/permalink/program/48243

Applications received by May 3, 2019 will receive priority consideration.

As a recipient of U.S. Government funding, AURA is a government contractor and is subject to Equal Employment Opportunity and Affirmative Action regulations. AURA and all of its centers recruit, employ, train, compensate and promote regardless of race, religion, color, national origin, sex, disability, age, veteran status, sexual orientation, gender identity/gender identity expression, lawful political affiliations, and/or any other legally protected status under applicable federal, state, and local equal opportunity.

AURA sees the diversity of our staff as a strategic priority in our desire to build a top-notch scientific community. We reflect that deep dedication in strongly encouraging women, minorities, veterans and disabled individuals to apply for these opportunities.

Veterans, disabled individuals or wounded warriors needing assistance with the employment process can contact us at [email protected]. EOE/AA/M/F/D/V

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.