Administrative Director of the Office of Equity, Diversity & Inclusion

About the Job

Administrative Director

9341A1 - Admin Analyst/Consultant 1

Medical School - Office of Diversity, Equity & Inclusion

Overview:

The Administrative Director of Office of Diversity, Equity & Inclusion (ODEI) is a senior leader and manager responsible for operational and strategic aspects of diversity, equity & inclusion across the entire membership of the University of Minnesota Medical School. ODEI has stakeholders that include: senior administrators, professional staff, clinicians, researchers, students and trainees. ODEI is housed within the medical school dean’s senior cabinet and collaborates with all other members. The Inaugural office of Diversity, Equity & Inclusion opened in August 2020 with the Vice Dean of DEI in a leadership position.

Responsibilities:

The Administrative Director aides the VD DEI with a broad spectrum of executive responsibilities in support of the medical school mission (education/training, clinical care/health outcomes, innovation discovery and productive work environment). The Administrative Director is a core member of the ODEI senior leadership team who works with other DEI leaders to address issues and serves as a liaison to all aspects of the Dean’s Office to assure alignment with the medical school mission, policies, and procedures. The Administrative Director reports to the Vice Dean for Diversity, Equity & Inclusions (VDDEI) who reports to the Dean of the Medical School. The position has four direct reports.

Executive Lead (40%):

• Serves the key roles of leader and driver within ODEI: operationalizes initiatives, clarifies assignments, anticipates barriers and opportunities, coordinates across teams, ensures alignment with medical school priorities and policies, and proactively seeks better ways to accomplish processes.
• Oversees all aspects of DEI strategic operations across mission, including contribution to accreditation and grant application processes, human resources, budget, and financial management, facilities and space management, and information technology.
• Manages directives and projects and serves as a member of committees and cross-functional groups; coordinates agendas for various forums and participates as a member of the VDDEI's leadership group.
• Administrates DEI related projects and initiatives both in development, management and evaluation and managing student, faculty and staff DEI and Health Disparity grants.

Financial Planning and Budget Oversight (15%):

• Develops, implements, and maintains sound financial policies, procedures, and practices in collaboration with Dean’s Office Finance professionals. 
• Conducts financial planning and management for DEI to ensure successful financial performance and ethical stewardship of University resources.
• Oversees financial management in grants or research funding, as needed.

Operations/ Administrative & Data Management (20%):

• Oversees day to day office operations to support effective and efficient project completion.
• Serves as an operational collaborative partner with all faculty leads in ODEI and oversees execution of ODEI ‘s overall impact.
• Works with the VDDEI and administrative assistant to manage their calendar, provide background information for meetings, draft letters and presentations, triage assignments, and track progress.
• Collaborates with Administrative Lead of Dean’s cabinet, contributes to leadership meetings and supports efforts.
• Collaborates with all senior stakeholder groups on DEI (e.g. the Office of Faculty Affairs, Office of Medical Education - medical student issues, graduate program, Human Resources for professional staff).
• Oversees evaluation and metrics related issues (e.g. diversity climate, initiative impact, feedback) and aid in monitoring and tracking peer and national trends to contribute to development of best practices benchmarks supporting structural change.

Supervisory Role & Development (15%):

• Supervision and responsibility for all staff across all groups and units.
• Manages team organization, communication and cohesion.
• Oversees interval and annual communications such as newsletter content and generating annual report.
• Collaborate with VDDEI on generating creative solutions that promote DEI for diverse stakeholders.

Communication, Visibility and Network Building (10%):

• Identifies, develops, and pioneers strategic mission focused partnerships across the Medical School, Health Sciences, greater University Community, and affiliated health systems.
• Supports effective communications related to ODEI with relevant internal and external stakeholders.
• Creates/contributes to original reports, documents, presentations, and other publications to advance the DEI initiatives of the Medical School.
• Maintains DEI awards process, distribution, and communications.
• Works in collaboration with Communications on newsletter, webpage revisions and event communication (e.g. monthly Dean’s Special Seminar series) and other associated activities.
• Works with the medical school advancement team (University of Minnesota Foundation, alumni relations and government relations) to communicate key initiatives to community stakeholders.

Miscellaneous:

• Projects initiated by the Office of the Dean.
• Other duties as assigned.

Appointment Terms:

• 1.0 FTE position, 12 month appointment, annually renewable P&A appointment.
• The expected salary range for this position is $90,000 to $115,000. 

Units within ODEI include:

• Center for Women in Medicine and Science
• Center for Multicultural Affairs and Engagement (medical students)
• Center for American Indian and Minority Health
• Pipeline and Pathways programs including BA/MD
• CTSI DEI Integration and CTSI/ODEI Early Career Research Award (ECRA)
• Mature Women’s Health Endowments
• American Indians in Medicine and Science
• BIPOC Scholars Community Group
• COVID Community Taskforce
• Community Engagement Initiatives
• Evaluations and Research Initiatives
• DEI Departmental Leads Group
• Student Diversity Ambassadors Group

Important linkages and synergies include (partial listing):

• Faculty bylaw mandated DEI Committee
• Office of Equity and Diversity (University)
• NSF Aspire I-Change Initiative (University)
• HOPE Commission – Joint Clinical Enterprise DEI Initiative
• University of Minnesota Foundation