The Executive Director and Associate Dean for Anti-Racism,
Equity, Diversity and Inclusion (AEDI) will have demonstrated
experience and expertise in promoting and advancing anti- racism,
equity, diversity, and inclusion in higher education, the arts, and
The Executive Director and Associate Dean for AEDI will serve on
the school’s leadership team and report to the Dean of UCLA Arts.
This position has intentionally been formed with two distinct
titles. The incumbent will partner with school leadership,
including academic department chairs and public arts unit
directors, to advance the strategic plan for UCLA Arts that is
grounded in values of Anti-Racism, Equity, Diversity and Inclusion,
and will guide the Anti- Racism, Equity, Diversity, and Inclusion
(AEDI) Council. The incumbent will also collaborate with university
partners and external stakeholders to develop and carry out
initiatives that contribute to the school's strategic goals. The
incumbent will coordinate initiatives across the school and will
serve as the Equity Advisor on the UCLA Equity, Diversity and
Inclusion Office to help facilitate coordination of campus-wide
diversity and inclusion best practices.
UCLA Arts recently engaged in a strategic planning process. The
UCLA Arts Strategic Plan 2025 aims to transform the climate and
culture of the School of the Arts and Architecture. The overarching
goal of the UCLA Arts Strategic Plan 2025 is to create an
environment that supports and incorporates AEDI through the
- Curriculum. Create a culturally responsive learning environment
by deconstructing Eurocentric and white-supremacist academic models
through inclusive curricula and pedagogies.
- Training and Professional Development. Raise awareness about
the impacts of systemic racism on the personal, academic, and
public lives of our school community and provide concrete tools to
address and mitigate racist behavior; and professional development
opportunities, including mentorships and internships.
- Structure, Accountability, Restoration, and Recruitment.
Transform the school’s structure to establish and maintain
protocols for accountability, transparency, and equity.
Role and Responsibilities of the Executive
- Partner with UCLA Arts leadership to create a climate that is
welcoming, inclusive, and supportive of a diverse community of
faculty, staff, and students, with particular focus on supporting
underrepresented community members.
- Partner with the Associate Dean for Academic Affairs and the
Assistant Dean for Administration to initiate and complete
strategic projects and initiatives.
- Oversee the development of annual school-wide anti-racism
training for faculty and staff.
- Provide annual reports to the Dean on AEDI initiatives,
demographic trends and objective outcomes, strategic goals, and
- Collaborate and partner with the UCLA Arts Faculty Executive
Council, Staff Advisory Council, and the Student Council.
- Co-sponsor educational experiences, curricular and
co-curricular, that foster faculty and learner education in
anti-racism, equity, diversity, and inclusion.
- Work closely with UCLA Arts Strategic Communications and
Development to advance and strengthen outreach, external
partnerships, and to ensure inclusiveness and accessibilities
throughout the school.
Role and Responsibilities of the Associate
- Serve as Equity Advisor for UCLA Arts. UCLA Equity Advisors are
distributed throughout the University, and leverage their direct
experience with local culture and climate to advise the dean in
terms of strategy, policy, training, climate, and accountability.
Collaborate with the Office of the Vice Chancellor for Equity,
Diversity, and Inclusion to cultivate new initiatives, and
implement and evaluate existing efforts.
- Oversee a school-wide climate assessment with an external
consultant, and any follow- up assessments to evaluate the school
climate as it relates to AEDI, and the effectiveness of initiatives
- Work with the Office of the Vice Chancellor for Equity,
Diversity, and Inclusion to address grievances related to AEDI
- Be a resource to academic departments in their effort to
recruit and retain a diverse faculty.
- Work closely with faculty, staff, administrators, students, and
search committees to identify effective strategies for attracting
diverse candidates and addressing bias in the screening and
selection process. Overseeing implicit bias training for all search
and selection committees.
As a condition of employment, you will be required to comply
with the University of California SARS-CoV-2 (COVID-19) Vaccination
Program Policy. All Covered Individuals under the policy must
provide proof of Full Vaccination or, if applicable, submit a
request for Exception (based on Medical Exemption, Disability,
and/or Religious Objection) or Deferral (based on pregnancy) no
later than the applicable deadline. For new University of
California employees, the applicable deadline is eight weeks after
their first date of employment. (Capitalized terms in this
paragraph are defined in the policy.)
The University of California is an Equal Opportunity/Affirmative
Action Employer. All qualified applicants will receive
consideration for employment without regard to race, color,
religion, sex, sexual orientation, gender identity, national
origin, disability, age or protected veteran status. For the
complete University of California nondiscrimination and affirmative
action policy, see: UC Nondiscrimination & Affirmative Action