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Assistant Dean, Diversity, Equity & Inclusion

Employer
Johns Hopkins University
Location
Maryland, United States
Salary
Salary Not Specified
Posted Date
Apr 13, 2022

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Position Type
Administrative, Academic Affairs, Faculty Affairs, Business & Administrative Affairs, Chief Business Officers & Vice Presidents, Affirmative Action & Equal Opportunity, Deans, Student Affairs, Minority & Multicultural Affairs
Employment Type
Full Time
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The Peabody Institute of the Johns Hopkins University seeks an effective, collaborative, and authentic leader to serve as the inaugural Assistant Dean of Diversity Equity and Inclusion (AD/ADEI). The AD/ADEI will work closely with their colleagues across the Institute and with university leadership to nurture a just, equitable, inclusive, and anti-racist culture for the Institute’s diverse community of students, faculty, and staff.

The AD/ADEI will report to the Dean of the Peabody Institute, serve as a member of the Executive Team, and will work closely with Peabody and University leadership to develop and implement strategic programs and policies that produce measurable results in demographic shifts and cultural change. The AD/ADEI will identify and dismantle perceived and actual barriers to opportunity and will also be a key partner at Peabody for the University’s Vice Provost for Diversity and Inclusion and Chief Diversity Officer (CDO) in advancing the Roadmap on Diversity and Inclusion, Johns Hopkins’ institution-wide diversity and inclusion strategic plan. The AD/ADEI will also collaborate closely with Peabody leadership colleagues.

The AD/ADEI will be an accomplished diversity and inclusion leader with significant skill as a facilitator, collaborator, and convener. S/he will bring expertise leading complex conversations, bridging across differences, and engaging in transformative change efforts within a higher education diversity and inclusion context, and possess and convey their philosophy on ADEI in higher education settings. This position will partner with Institute leadership and faculty to implement recommendations of the Culturally Responsive Curriculum Task Force that seeks to expand the diversity of creative voices in the performing arts.

DIVERSITY AND INCLUSION AT JOHNS HOPKINS UNIVERSITY
Johns Hopkins University's diversity, equity, and inclusion efforts have taken many forms, evolving over time to reflect new and emerging approaches to the work. In 1997, the university-wide Diversity Leadership Council (DLC: a presidential advisory body composed of a cross-section of faculty, students, and staff) was founded to promote the creation of policies and programs around diversity and inclusion. Specifically, the DLC identifies and engages with critical university issues, such as championing the creation of the Latino Alliance and developing the office of LGBTQ Life. Today, the DLC is joined by the University’s Vice Provost for Diversity and Inclusion and CDO to advance institution-wide leadership and accountability on diversity, equity, and inclusion strategy

In the fall of 2015, as protests over issues of diversity, equity, and inclusion and racial justice erupted at universities across the country, Johns Hopkins students—led by the undergraduate Black Student Union—joined in solidarity, raising their concerns about the university community. That protest, and the public forum that followed, led Johns Hopkins to create its Roadmap on Diversity and Inclusion. The Roadmap sets out a wide range of initiatives that aim to achieve greater diversity of membership in the Johns Hopkins community, improve opportunity for community members of all backgrounds and identities, enable robust engagement with diverse viewpoints, and foster a climate of respect and appreciation. Central to the achievement of the Roadmap’s goals are transparency, accountability, and the commitment to monitor and report publicly on the university’s progress. The CDO will be responsible for working in collaboration with Peabody leadership and Johns Hopkins' Office of Diversity and Inclusion to implement recommendations from the recent Roadmap.


Peabody’s Commitment to ADEI
The Peabody Institute is fully committed to fighting racism and creating and sustaining a culture of diversity, equity, and inclusion within both the Conservatory and Preparatory communities. By making diversity one of the five central pillars of our strategic Breakthrough Plan, Peabody has defined for itself a goal of leading change across an industry that, for too long, has been unwelcoming, exclusionary, and resistant to change. Indeed, those same words could describe Peabody for much of its history.

The Peabody Institute Anti-Racism, Diversity, Equity, and Inclusion (ADEI) Steering Committee was established in fall 2020 to bring new rigor and heightened visibility to this work, building on the progress made through a number of existing and ongoing initiatives and programs including substantive increases in the community of BIPOC students and faculty at Peabody. Recognizing that diversity has many aspects, the committee’s first action step was to create a strategic framework within which Peabody can continue to advance and expand its ADEI efforts. Next steps have included implementation of an Institute-wide bias survey resulting in a series of recommendations to build on the survey findings and existing ADEI efforts. Progress made in the Conservatory is providing a blueprint of best practices and expanded change at the Preparatory. Peabody is also active as a leader and convener of industry-wide conversations around the future health of the performing arts as illustrated by recent “Next Normal” symposium series, including critical conversations around ADEI issues.


THE ROLE OF THE AD/ADEI
The AD/ADEI will work with the ADEI Steering Committee and will share the Peabody Institute’s commitment to creating and sustaining a culture that embraces and promotes justice, diversity, equity, and inclusion in their broadest meanings. In partnership with Institute and university leadership, as well as the JHU Office of Diversity and Inclusion, the AD/ADEI will catalyze the institutional change necessary to deepen and strengthen the strategic framework’s five key areas. Success will be measured by bringing about discernible, sustainable change for our faculty, students, and staff and building a culture of inclusion.


Key Goals of The AD/ADEI role

  • Guide the development and implementation of a transparent and strategic ADEI action plan with a clear vision focused on (a) the development of resources (human, financial, and programmatic), (b) assessment and accountability, (c) inclusive practices to prevent inequity, and (d) building cultural awareness. (e) development and implementation of ADEI training and education for students, faculty and staff
  • Partner with others across the Institute to ensure the development and integration of a broader and culturally responsive set of music and dance experiences, styles, and pedagogies into the curriculum, including concert hall programming and other public events
  • Lead the collaborative development of Peabody’s primary policies, practices, and procedures to ensure alignment with ADEI vision
  • Develop and deliver foundational ADEI training and education for students, faculty, and staff
  • In partnership with faculty, students, staff and Peabody leadership, Identify and seek the financial resources needed to advance Peabody’s ADEI vision and strategic action plan
  • Partner with leaders to identify opportunities for ADEI initiatives to further their work and identify opportunities to support those initiatives in our institutional budget
  • Consider and evaluate available data to provide analysis on trends in Peabody and our peer conservatory enrollments (regional, national, and international trends) as they relate to diverse populations; build and lead strategies to consistently improve representation across the Institute’s programs
  • Serve as a resource on diversity recruitment, outreach, admissions, and retention for prospective students, faculty, and staff


QUALIFICATIONS AND EXPERIENCE
The AD/ADEI will bring many of the following qualifications, professional experiences, and personal attributes:

  • Master’s degree required
  • Five to ten years of progressively responsible diversity and inclusion-related management experience in an academic or related environment
  • Demonstrated leadership in designing and implementing strategic initiatives around diversity, equity, and inclusion and anti-racism that promote success for faculty, students, and/or employees, within a complex environment
  • Expertise in translating a vision and strategy into a practical plan with concrete methods of implementation and anticipated, measurable outcomes
  • Understanding of the national trends and issues related to diversity, equity, and inclusion in higher education and in music and dance performance and scholarship
  • Ability to identify and implement innovative approaches to engage underrepresented faculty, students, and staff
  • Experience with the development, implementation, and evaluation of training programs for students, faculty, and/or staff on issues related to diversity, equity, and inclusion
  • Demonstrated ability to set priorities, analyze data, and think systematically from both a detailed and a strategic perspective
  • Proven ability to build coalitions with and mobilize leaders within a large, decentralized organizational structure; an aptitude for building consensus and trust and the ability to move confidently through ambiguous, non-hierarchical situations
  • Excellent oral and written communication skills, interpersonal skills, and organizational and problem-solving skills, as well as the ability to exercise a high degree of diplomacy and discretion
  • The successful candidate should possess understanding and commitment to the importance of the performing arts in our society

The successful candidate(s) for this position will be subject to a pre-employment background check.

If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the HR Business Services Office at jhurecruitment@jhu.edu. For TTY users, call via Maryland Relay or dial 711.

The following additional provisions may apply depending on which campus you will work. Your recruiter will advise accordingly.

During the Influenza ("the flu") season, as a condition of employment, The Johns Hopkins Institutions require all employees who provide ongoing services to patients or work in patient care or clinical care areas to have an annual influenza vaccination or possess an approved medical or religious exception. Failure to meet this requirement may result in termination of employment.

The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.

Equal Opportunity Employer
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