Director-Diversity, Equity, Inclusion, Belonging

Strategic Leadership (45%)

• Working as a member of the senior leadership team, designs, implements, and assesses programs, initiatives, and approaches to reinforce DEIB as core values throughout all aspects of Columbia Health
• Provides leadership, expertise, consultation, assistance, strategic oversight, and execution regarding all equity, diversity, inclusion, and belonging matters in alignment with Columbia Health's mission, vision, values, and strategic plan
• Continually develops and revises plans for a more diverse, inclusive, and equitable Columbia Health consistent with, and in support of, Columbia Health's vision/strategic plan
• In partnership with other Columbia Health Senior Leadership Team members, responding to emerging issues, ideas, and challenges impacting Columbia Health's ability to effectively move forward with diversity, equity, inclusion and belonging efforts
• Works internally and externally to establish networks of experts and organizations involved in the national discussion of DEIB to consistently advise on innovative ideas and program concepts for consideration, selection, and implementation
• Provide direct and indirect supervision to team members, students, or interns working in support of DEIB initiatives
• Working directly with patients to address diversity and inclusion concerns
• Cultivates and promotes inclusive learning and work environments that encourage and enriches DEIB initiatives such as organization-wide DEIB workshops, multicultural and appreciation events, and advocacy for staff and students that support initiatives promoting diverse and inclusive learning
• Recommends policy, procedure, and structural improvements that remove barriers to employee and student success and address health disparities with the goal of achieving health equity for communities served by Columbia Health
• Manages development and evaluation of projects and implementation plans related to key initiatives targeting diversity, equity, inclusion, and belonging
• Develops programs and policies to create and maintain a safe and welcoming environment for diverse patient populations and to address established disparities in healthcare, working with the relevant Columbia Health units to implement

Programming and Education (20%)

• Develop and maintain dynamic and intentional equity, diversity, inclusion, and belonging programs and initiatives for employees that adequately address the educational and social needs of Columbia Health's community
• Plans, implements, and evaluates DEIB programming and training for staff to help individuals navigate sensitive issues related to DEIB. Develop, implement, and evaluate training/seminars to the Columbia Health team, and invite internal and external subject matter experts to assist in facilitating training/seminars
• As subject matter expert, partners with clinicians on clinical/behavioral health outreach programs focused on patients from different cultures, races, identities, etc., that require intentional outreach to maximize the effectiveness of their care and their access to care. Lead or co-lead outreach projects as identified, ensuring measurable deliverables are determined at the start of each project as well as measured at project close
• Develops either via self or using external experts, curriculum to train clinicians and health care staff on cultural competency in health care
• Develops, implements, and evaluates employee professional development to support equity and cultural competencies and an ability to work and thrive in a diverse community
• Coordinates with the Communications team on external and internal communications, to include development and maintenance of webpages and other materials.

DEIB Committee (15%)

• Chairs Columbia Health internal DEIB committee, incorporating executive support and provide operational management
• Ensures that a strong cross functional representation of all aspects of Columbia Health are represented as members of the Committee. This includes, but is not limited to, service area, role in the organization, gender, ethnicity, race, religion, sexual orientation, etc. Ensures that committee membership is represented by an appropriate mix of length of services to Columbia Health and tenure as a committee member through ongoing identity mapping
• Manages and updates membership criteria on a regular basis so that committee tenure is widely known and easily supports the DEIB Committee's goals, brings institutional knowledge, and the generation of new fresh ideas
• Continually coaches and mentors Committee members on DEIB topics and how to be a change agent for DEIB goals and objectives
• Ensures that DEIB committee develops annual strategic goals, programs, and projects as a working group, sponsor, or to directly provide education for employees
• Ensures DEIB committee charter is reviewed on pre-established intervals, modifying charter as appropriate, bringing significant changes to the Senior Leadership Team for approval
• Services as Columbia Health's liaison to task forces, committees, and activities working towards a unified University-wide effort in enhancing DEIB

Recruitment and Retention (10%)

• Ensures a strategy for recruitment and retention of a diverse workforce properly reflects the diversity of Columbia Health's student population
• Collaborates with Columbia Health Human Resources and units in expanding their interest in diversity of culture, race, gender identity/expression, sexuality, and ability, so that all continually seek differences as positives and welcoming of thought variance
• Partners with Columbia Health Human Resources in the implementation of DEIB recruitment and retention strategy and to establish methods to develop a pipeline of diverse candidates. Review recruitment and practices to assure promising approaches are followed with respect to ensuring diverse hires. Implement strategies and opportunities to increase probability of retaining a diverse workforce
• Partnering with campus-wide resources, develop a culture that continually educates itself on hiring practices that addresses unconscious bias issues and other behaviors that may prevent the attracting, reviewing, and job offers to a balanced slate of candidates

Reporting (5%)

• Establishes a framework for measuring Columbia Health's performance against its DEIB objectives and tracks performance according to those objectives and the goals of the strategic framework
• Exercises wide judgment in selecting and developing methods, techniques, and evaluation criteria for obtaining appropriate results and resolution of DEIB organizational effectiveness issues
• Use both qualitative and quantitative data to support and drive the development of systemic initiatives that advance the strategic framework
• Work to evaluate DEIB initiatives and activities and ensure the ongoing comprehensive assessments
• Use of data tools (e.g., satisfaction data, utilization data, campus well-being survey, demographic data, student completion and employment data, etc.) to compile reports that create benchmarks and assess progress regarding diversity, equity, inclusion, and belonging efforts
• Ensures that all reporting is published and reviewed on pre-agreed upon frequencies. Develops and publishes either via written or formal presentation, recommendations, and summary documents with each report. Directs the implementation of all approved recommendations

Student and Community Partnership (5%)

• Works directly with patients to address diversity and inclusion concerns
• Supports the University's compliance efforts and commitment to providing a learning and working environment free from gender discrimination and sexual harassment
• Provide direct and indirect supervision to team members, students, or interns working in support of DEIB initiatives

Other responsibilities as assigned