Diversity, Equity & Inclusion

Job Openings​ 





Vice President, North America Diversity & Inclusion
Sodexo - Remote

Reporting directly to the Global Chief Diversity Officer, you will serve as the accountable executive for leading equal employment and diversity and inclusion initiatives and external D&I community partnerships for NORAM (USA and Canada). Provides strategic diversity consultation to senior regional leaders, including leading the development of diversity strategies and action plans to enhance and drive performance and metrics. Works with the appropriate staff and councils to build internal compliance, performance consistency, and strategic relationships and engagement. Drives the future of diversity and inclusion initiatives that calibrate to the evolving needs of the business. Ensures Sodexo’s thought leadership in D&I. Supports Sodexo’s external brand reputation by fostering strategic diversity partnerships at the national and community levels and mitigating risk. In partnership with Global CDO, represents Sodexo NORAM’s D&I commitment to internal and external stakeholders. Additional responsibilities include:

  • Prepare leaders to ensure the organization demonstrates its understanding, commitment and conveys consistent communications on the value of inclusion, diversity and equity within.
  • Ensure diversity & inclusion is embedded across the entire organization. Build leadership accountability and ownership across the organization through learning and educational programs.
  • Supports the Global Chief Diversity Officer in developing, leading and managing the advancement and implementation of Sodexo’s Global Integrated Diversity and Inclusion strategy.
  • Develops clearly defined and focused vision and clearly defined objectives and strategic action plans to achieve that vision in alignment with Global Integrated Diversity and Inclusion strategy.

Sr Accessibility Strategy Partner
T-Mobile - Bellevue, WA

At T-Mobile, we strongly encourage everyone, including people of color, veterans, military spouses, individuals with disabilities, lesbian, gay, bisexual, transgender, queer and non-binary people, and parents to apply. We are an equal opportunity employer and welcome everyone to our team. If you need reasonable accommodation at any point in the application or interview process, please let us know. (ApplicantAccommodation@t-mobile.com or call 1-844-873-9500). In your application, please feel free to note which pronouns you use (For example- she/her/hers, he/him/his, they/them/theirs, etc).

Reporting to the Sr. Director of DE&I Engagement, this position is responsible for working with the DE&I team to apply change management knowledge and expertise in DE&I and accessibility to grow accessibility across the enterprise. You will support business, DE&I, and accessibility objectives by collaborating with functional area leaders and other internal DE&I and accessibility stakeholders. The key to success for this position is a combination of strong demonstrated success and deep expertise in DE&I, accessibility, consulting, coaching, advising, systematic planning, relationship building & influencing leaders, and DE&I and accessibility related best practices and strategies. You will analyze DE&I and accessibility issues, data trends, and compile the resulting predictions.

This position will interface with all levels of the enterprise and requires exceptional emotional intelligence, agility, interpersonal skills and judgment. The ideal candidate will have demonstrated success as a genuine connector and trusted advisor to functional area leaders and internal accessibility stakeholders.

This role can be located in any part of the US.

What you’ll do in your role:

  • Act as a strategic DE&I and accessibility consultant to identified leaders within specific functional areas and other internal accessibility stakeholders. Work with functional areas leaders to identify and implement appropriate accessibility development strategies that promote a disability inclusive culture and an equitable work environment.
  • Drive innovation, education, growth and development of DE&I and accessibility across the enterprise.
  • Benchmark best practices, identify next practices, and incorporate into best-in-class DE&I and accessibility programs, processes, procedures, and tools.
  • Make recommendations based upon assessment of research, analysis, and observations.
  • Manage, drive, analyze, and report all metrics, budgets, ROE (Return on Engagement), reporting, and accountability for assigned client groups.
  • Work with HR Policy & Inclusion, Talent Acquisition, Corporate Communications, Learning for All, Integrated Marketing, Supplier Diversity, Real Estate & Facilities, the Accessibility Resource Center, the Accessibility Business Group, the Accessibility Community at T-Mobile ERG, and other internal accessibility stakeholders to facilitate DE&I and accessibility initiatives across the enterprise.
  • Provides DE&I and accessibility expertise, thought leadership, and consulting
  • Enables DE&I and accessibility skills and competencies for assigned client groups, which may include development plans and coaching for leaders.
  • Manage and leverage external DE&I and accessibility partners, vendors, and consultants in growing DE&I and accessibility across the enterprise.
  • Ensure that all accessibility initiatives are aligned with the enterprise-wide DE&I strategy, Equity in Action.
  • Develop strong relationships with functional area leaders, DE&I leaders, and internal accessibility stakeholders across the enterprise.
  • Act as a consultant for DE&I and accessibility efforts, initiatives, questions, and concerns across the enterprise.
  • Work with the DE&I team and provide input on programming and initiatives.
  • Make appropriate DE&I and accessibility judgement decisions.

Global Head of Inclusion & Diversity- Executive Director
Gilead Sciences - Foster City, CA

Gilead Sciences is continuing to hire for all open roles. Our interview process may be conducted virtually and some roles will be asked to temporarily work from home. Over the coming weeks and months, we will be implementing a phased approach to bringing employees back to site to ensure the health and safety of our teams.

Building an inclusive and diverse workforce is critical to enabling Gilead’s mission – and, ultimately, will help us create a better, healthier world. We are highly committed to creating an inclusive culture, one that enables all people to do their best work and that is reflective of the diversity of our patients. At the same time, we recognize that we need to do more to accelerate our progress – for our people, for our business and for the world. The Global Head of Inclusion and Diversity is critical to ensuring that we realize this ambition and is responsible for leading an Inclusion and Diversity strategy and accompanying programs, policies, metrics and forums. As a thought leader, change agent and trusted partner, this role will collaborate across Human Resources, business leadership and key partners such as Legal and Public Affairs to bring meaningful change. This role will also be critical to our Advancing Black Leadership Strategy, providing leadership to our Employee Resource Groups and partnering with our Head of Advancing Black Equity and Community Engagement. The Global Head of Inclusion and Diversity will lead a team of Inclusion and Diversity specialists, ensuring advice, counsel and leadership on I&D strategies and ensuring I&D considerations are incorporated into decision making processes.

This role reports to the VP, Talent, Development and Inclusion and is located in Foster City, California.

Job Responsibilities :

  • Develops an Inclusion and Diversity strategy which makes clear the priorities for Gilead and the impact we aim to achieve through our Inclusion and Diversity focus.
  • Ensures programs, solutions and practices are developed and embedded in Gilead’s people practices and employee experience which support and enable an inclusive culture and the value of diversity.
  • Is a thought leader in Inclusion and Diversity, but is also curious and continuously seeking new thinking and practices. Leverages external thinking and research to shape our internal practices and build knowledge and awareness.
  • Uses quantitative and qualitative data and pertinent insights to both measure and inform I&D efforts, identifying and advising on opportunities and challenges to be addressed.
  • Serves as a critical thought partner in examining and improving internal policies, inclusive data collection and inclusive talent practices (e.g. recruitment, talent identification, performance management).
  • Ensures I&D Council and Employee Resource Groups (ERGs) are clear on strategic impact and role in delivering on Gilead’s ambitions. Creates an environment where the council and ERGs are able to share insights and experiences, learn from each other and evolve our thinking.
  • Provides leadership and support to ensure ERGs are set up for effectively engage their communities and deliver on their strategic impact.
  • Collaborates with HR Business Partners, HR Centers of Excellence and business leaders to evaluate effectiveness and efficiencies of I&D programs and practices in progress towards I&D goals and outcomes.
  • Supports Talent, Development and Inclusion Partners and HR Business Partners in diagnosing I&D-related issues, recommending potential solutions and executing organizational interventions.
  • Communications and external I&D relations: Co-develop Gilead’s Inclusion communications goals and approach, including external messaging with Public Affairs.
  • Partners with HR, Public Affairs and Business leaders to ensure effective and transparent communication of Gilead’s inclusion and diversity goals and efforts, both internally and externally.

Chief Talent, Diversity & Inclusion Officer
Adobe - San Jose, CA

The Role Chief Talent, Diversity & Inclusion Officer is a new role that will be responsible for creating the strategy for Adobe’s continued commitment to diversity and inclusion (D&I) as an enterprise-wide global priority and integrating it across the Global Talent function. Adobe’s Global Talent function is comprised of global leaders, including the following functions: talent acquisition, talent development, talent management and talent operations. This leader will be responsible for developing and delivering world-class talent solutions with global participation and impact, with a focus on growth and development. They will partner with the leadership team on the company’s people priorities to reinforce the connection between people strategy, business strategy and culture. Adobe recognizes that diversity and inclusion requires a multidimensional approach to drive real change. They have a track record of progressive, family-friendly benefits and policies; robust employee community groups and programs; fair-pay practices that have allowed them to achieve global pay parity, and an innovative focus on opportunity parity. Building on an established foundation, this role offers the leader an opportunity to further expand the reach and impact of Adobe’s D&I strategy, across talent, social advocacy, product, and technology. This leader will be responsible for determining where and how to invest resources to have the greatest lasting impact, at Adobe and externally. This leader will be responsible for leading a large team and navigating a complex global operation in 25+ countries with 65 offices and over 22,000 employees. They will report into the Chief People Officer and will partner with the executive leadership team, including the General Counsel and Chief Marketing Officer, as well as senior the leadership team within the global Employee Experience organization and across the company.

This executive will be a strategist and innovator, and they will have a high level of visibility with executive management, the board, and the external market. An important focus of the role is internal change management, as this leader will be charged with scaling internal growth and development in a “digital first” world, including building an inclusive culture and a world class diverse talent pool.


Vice President of Diversity, Equity & Inclusion
Known – New York, NY

Known.is a modern marketing company engineered for the unprecedented challenges and opportunities facing marketers today. Known pairs PhD data scientists with award-winning creatives, expert research teams and strategists.

Known is seeking a Vice President, Diversity, Equity and Inclusion who will play a critical and strategic role in strengthening, building and further defining a holistic DEI strategy within Known. This role will partner across all levels of the organization in developing, implementing and tracking progress against ongoing strategic and specific initiatives that enrich Known's DEI program. The ideal candidate is someone who is passionate about DEI and employee engagement, has strong program management skills, and is able to collaborate with a wide variety of employees, departments, leadership teams, and third parties as needed. Key focus areas include partnering to increase workforce diversity by aiding effectively in recruiting, developing and retaining our diverse workforce and designing programs to foster an inclusive workplace.


Global Head of Diversity Recruiting Strategy and Programs
BNY Mellon - Remote

BNY Mellon is a global investments company dedicated to helping its clients manage and service their financial assets throughout the investment lifecycle. Whether providing financial services for institutions, corporations or individual investors, BNY Mellon delivers informed investment management and investment services in 35 countries. As of September 30, 2020, BNY Mellon had $38.6 trillion in assets under custody and/or administration, and $2 trillion in assets under management. BNY Mellon can act as a single point of contact for clients looking to create, trade, hold, manage, service, distribute or restructure investments. BNY Mellon is the corporate brand of The Bank of New York Mellon Corporation (NYSE: BK).

At BNY Mellon, we believe that recruitment is a core part of our talent platform and a key component to delivering on our commitments to our clients.We are seeking a Global Head of Diversity Recruiting Strategy and Programs. Reporting to the Global Head of Talent Acquisition Strategy and Enablement, this leader will define and execute scalable diversity and inclusion recruiting strategies, initiatives, and programs to attract and hire talent, with key partners and stakeholders.


Confidential Executive Officer - Diversity, Equity and Inclusion
LaGuardia Community College - Queens, New York

LaGuardia Community College, located in Long Island City, Queens, educates more than 50,000 New Yorkers annually through degree, certificate, and continuing education programs. Our guiding principle Dare To Do More reflects our belief in the transformative power of education—not just for individuals, but for our community and our country—creating pathways for achievement and safeguarding the middle class. LaGuardia is a national voice on behalf of community colleges, where half of all US college students study. Part of the City University of New York (CUNY), the College reflects the legacy of our namesake, Fiorello H. LaGuardia, the former NYC mayor beloved for his championing the underserved. Since our doors opened in 1971, our programs regularly become national models for pushing boundaries to give people of all backgrounds access to a high quality, affordable college education. We invite you to join us in imagining what our students, our community, and our country can become. Visit www.LaGuardia.edu to learn more.

The Executive Officer of Diversity, Equity, and Inclusion (DEI) will lead the college’s efforts to ensure a fully inclusive community in which all faculty, staff, and students feel welcomed, valued and respected, and no one is subject to prejudice, discrimination, bias, intolerance, or harassment. Reporting to the President and serving in his Cabinet, the Executive Officer of Diversity, Equity, and Inclusion will play a critical role in LaGuardia’s Administration. The Executive Officer will be a thought partner, responsible for driving conversations and initiatives around diversity, equity and inclusion in partnership with all LAGCC constituents.

The Executive Officer will work closely with the college leadership and will provide guidance in an effort to enhance diversity, equity and inclusion at LaGuardia, and pursue the development of policies, procedures and practices – including staff development and training activities -- and communicate these efforts to the College community. He/she/they will develop, implement, and assess programs and services to increase efforts, and to ensure that all members of the community feel that opportunities for career advancement and/or student success are never constrained by prejudice or bias of any type.

The Executive Officer will collaborate with the President's Advisory Council on Diversity, Equity, and Inclusion in developing a comprehensive social equity plan. The plan will consider matters affecting teaching and learning, recruitment, selection, training, workplace relations, and daily operations of the college in order to ensure an inclusive climate. The plan will include strategies for the assessment of DEI initiatives leading to measurable improvements in the educational and organizational climate.

Specific responsibilities include, but are not limited to:
• Develop and lead a process to design the LaGuardia Community College Social Equity Plan
• Conduct research on DEI issues and concerns at LaGuardia and benchmark with CUNY and other institutions
• Coordinate the work of and facilitate communication among the various campus committees, councils, and organizations focused on DEI concerns and develop; facilitate workshops and seminars
• Develop and implement programs in collaboration with other college departments to support recruitment, retention, and promotion of diverse faculty and staff
• Recommend policy enhancements that remove barriers to student and employee success for historically marginalized and underserved populations at the college
• Coordinate the use of research tools such as campus climate surveys, demographic studies, benchmarking studies, etc. to measure success of equity and diversity efforts
• Evaluate DEI initiatives and activities, and ensure the comprehensive ongoing assessments of such initiatives
• Establish and maintain partnerships and relationships with campus and CUNY organizations to guide and support the building of new diversity strategies and programs at the college
• Identify and disseminate contemporary scholarship on best practices for the development of culturally responsive and inclusive curriculum and pedagogy
• In conjunction with HR and the CDO, develop, implement, and monitor recruitment and hiring strategies to attract and retain a diverse workforce
• Other responsibilities as assigned

Vice President, Diversity, Equity and Inclusion
University of Central Florida - Orlando, FL 32816

Job Description:
The newly created Vice President for Diversity, Equity and Inclusion position will report to the President and will serve as a key member of the President’s cabinet to develop, implement and assess initiatives and programs that will provide focus and accountability for equity, inclusion, and diversity across UCF. The position will provide vision and leadership to facilitate an integrated approach and shared responsibilities that will advance a culture of inclusive excellence across the institution.

The Vice President for Diversity, Equity and Inclusion will be responsible for collaborating across the institution to: remove structural barriers to access and success for students, staff, and faculty; promote and implement evidence-based practices in diversity, equity, and inclusion; partner with faculty and staff to diversify curricular and co-curricular delivery; promote educational and organizational responses to bias incidents; assess and improve campus climate; and engage student activism through a framework of dialogue, discourse, and civic engagement.

  • The position will organize institutional accountability for advancing and measuring the success and sustainability of diversity, equity, and inclusion programs, projects, initiatives, offices, and activities with attention to measurable outcomes and impact. Using a data-driven approach, the Vice President will be responsible for evaluating the institution’s infrastructure, capacity, and operational activities for diversity, equity, and inclusion to work toward the optimal balance of centralized and decentralized efforts.
  • The Vice President will also be responsible for leading the Office of Diversity and Inclusion (ODI). The office strives to make diversity and inclusion visible with critical elements that permeate the life and values of the UCF community. ODI offers education, training, and support services to build an inclusive culture for all students, faculty, and staff. The ODI Workshop program engages thousands annually. The office also provides professional development programs to engage under-represented faculty, staff, and students.
  • In January of 2019, UCF was designated as a Hispanic Serving Institution. UCF can now compete for federal funding to improve the educational programs for Hispanic and low-income students. To become a qualifying institution, Hispanic enrollment must be at least 25 percent of full-time-equivalent undergraduate students. The Vice President will be responsible for providing leadership to initiatives that will strengthen institutional capacity and provide educational opportunities for Latino and low-income students.
  • The Vice President must partner effectively and build working relationships with people across the institution, including students, staff, faculty, senior administrators, and the surrounding community. This role will be critical to advancing the President’s goal of becoming an example for how a community fully commits to inclusive excellence in addition to building a culture of trust, engagement, and accountability.
  • The Vice President will be asked to chair and serve on institutional committees in addition to identifying best practices for policies and procedures that promote inclusive excellence across all functional areas of the institution. In addition to the ability to lead internally, the Vice President will facilitate conversations around diversity, equity, and inclusion on the state, national, and possibly international levels.
  • The Vice President must have extensive skills in facilitating difficult dialogues that enable civic engagement and development, the ability to promote and advance strategic planning and facilitate implementation, as well as experience in institutional change management.

​​Chief Diversity Officer
Strategic Education, Inc -  Herndon, VA 

SEI, a leader in adult education with a mission to improve the social, career and economic ROI of our students, is committed to hire a Chief Diversity Officer to lead the overall diversity, equity and inclusion strategy at SEI. This role will be a key member of the executive leadership team reporting directly to the CEO. The Chief Diversity Officer will lead the overall DEI strategies from conception, development, and implementation of those strategies across the company.

To be successful in this role, the applicant will have previous experience charting a multi-year roadmap on DEI, defining organizational resources required to implement the roadmap and leading successful diversity and inclusion initiatives in a large corporate setting.

This role requires a proven diversity leader with experience leading successful diversity and inclusion initiatives in a corporate setting. Exposure in a fast-paced, Innovative organization is beneficial.


Project Officer- SRH,Gender and Social Inclusion Advisor (DESIP)
VSO - Kenya

VSO is the world’s leading international development organisation that works through volunteers to fight poverty. Working in 24 countries around the world, our unique role in international development is to place committed volunteers with carefully selected organisations where their skills can have the greatest impact. Our extraordinary volunteers live and work in some of the world’s poorest communities. Sharing their unique skills and experience to generate new ideas and new ways of doing things, helping the communities they work in lift themselves out of poverty. We’re not about delivering quick fixes, but instead we focus on long-lasting, sustainable change, that will impact generations to come. Join us and help us work towards our vision of a world without poverty.

Role overview:
VSO Kenya is recruiting a Project Officer to manage and implement the Deliver Equitable and Sustainable Inclusive Family Planning Program (DESIP) in Kenya. The objective of the DESIP project is to increase more equitable and sustainable access to modern contraceptives in Kenya, specifically for up to 322,000 additional users, with a particular focus on adolescents, people with disabilities and poor rural women in Kenya. In line with the Sustainable Development Goals (SDG) to promote universal sexual and reproductive health and rights, the programme also seeks to contribute to a world in which every mother can enjoy a wanted and healthy pregnancy and childbirth, every child can survive beyond their fifth birthday, and every woman, child and adolescent can thrive to realize their full potential, resulting in enormous social, demographic, and economic benefits. The programme is expected to ensure that women can safely plan their pregnancies and improve their sexual and reproductive health, particularly the young and marginalized.

The purpose of this role will be to provide technical support to consortium members implementing inclusive strategies, inclusion to increase access to family planning (FP) and sexual reproductive health (SRH) services for youth women and persons with disabilities and other socially excluded groups.

Skills, qualifications and experience:
The ideal candidate should posses a Degree in Public Health or Social Sciences, have in-depth knowledge and experience in Sexual and Reproductive Health specifically for marginalized groups especially women and persons with disabilities.

Experience in developing and using monitoring and evaluation tools and participatory methodologies, knowledge in advocacy and policy development in SRH programmes, social accountability in family planning and reproductive health programmes, knowledge and experience on disability and inclusion practices in sexual reproductive health programmes.

Competencies and Behaviour:
At VSO we believe progress is only possible by working together. Whether you want to join us as an employee, or as a volunteer working in your own country, overseas or online, our selection process includes an assessment based on these core competencies:
• Ability to be open minded and respectful
• Ability to be resilient and adaptive to new situations
• Ability to facilitate positive change and build sustainable working relationships
• Ability to seek and share knowledge


Chief Diversity, Equity and Inclusion Officer
Jackson Lewis P.C - New York, NY 10017

Focused on labor and employment law since 1958, Jackson Lewis P.C.’s 950+ attorneys located in major cities nationwide consistently identify and respond to new ways workplace law intersects business. We help employers develop proactive strategies, strong policies and business-oriented solutions to cultivate high-functioning workforces that are engaged, stable and diverse, and share our clients' goals to emphasize inclusivity and respect for the contribution of every employee.

The Firm is ranked in the First Tier nationally in the category of Labor and Employment Litigation, as well as in both Employment Law and Labor Law on behalf of Management, in the U.S. News - Best Lawyers® “Best Law Firms”.

This position is located in the Northeast Region at any JL Office and reports to the COO.

Job Summary (basic description):
The Chief DEI Officer, will work with the Board Liaison(s) for DEI, Human Resources, Professional Development, Marketing/Business Development and other business services functions to develop a high-caliber updated DEI strategy for review and approval by the Chair, Board of Directors, and other key stakeholders and will support implementation of the strategy adopted. The strategy will foster inclusive leadership; eliminate hidden barriers to success; and empower the firm to attract, retain, and advance top talent from underrepresented backgrounds.

The Chief is responsible to ensure that all firm programing and systems support the firm’s DEI strategy, are inclusive and equitable, and ensure DEI goals are infused into every business function.

In addition to reporting to the COO, the Chief DEI Officer will have a dotted line reporting to the DEI Committee.



North America Brand Director, Diversity Equity & Inclusion
Nike - Beaverton, OR

NIKE, Inc. does more than outfit the world’s best athletes. It is a place to explore potential, obliterate boundaries and push out the edges of what can be. The company looks for people who can grow, think, dream and create. Its culture thrives by embracing diversity and rewarding imagination. The brand seeks achievers, leaders and visionaries. At NIKE, Inc. it’s about each person bringing skills and passion to a challenging and constantly evolving game.

NIKE, Inc.'s storytellers, Marketing and Communication sets the brand tone. A creative force of specialists tell Nike’s stories of innovation and sport through advertising, brand strategy, digital engagement and product presentation. Using channels ranging from retail stores to social media, Marketing & Communication teams connect the science and art of Nike innovations to the hearts and minds of athletes around the world.

The North America Purpose Marketing team is responsible for driving our long-term collective change agenda for Nike, internally and externally, to serve and unite the world through sport to create a healthy planet, active communities and an equal playing field for all. Our work focuses on serving underrepresented groups, while inviting and supporting allies. We are a team of go-getters, trailblazers change-seekers, and impact drivers!

As the North America Brand Director, Diversity, Equity and Inclusion (“DEI”), you will be responsible for providing brand management, strategic leadership, functional excellence and direction for bridging brand and DEI, while overseeing integration into brand defining initiatives and purpose product like Black History Month and BeTrue collections.

Based in Portland, you will be multicultural marketing champion who brings expertise and experience of understanding cultural nuances to align our internal and external teams to bridge brand and DEI.

We want a storyteller who is a cultural specialist who understands attributes of race, gender, sexual orientation, etc. and has a keen eye for intersectional opportunities across these dimensions to help us amplify the voices of the communities we are striving to serve. Impact of this leadership should drive significant positive brand sentiment for the brand and bottom-line and market share results through product.


  • Be the marketing lead for DEI by driving the full brand offense across men’s, women’s and kids to ensure the consumer and the brand point-of-view are included in all North America marketing plans;
  • Partner with Brand Director of Purpose Marketing to establish brand concept and creative development, marketing briefs, strategic tools and marketing plans to fuel the brand;
  • Manage and drive collaboration through-out the consumer code process to engage across our construct of Men’s, Women’s, and Kids;
  • Power the market by delivering an integrated, idea and insights led journey for the consumer in North America, through strategic marketing efforts around key game changers, maximizing drivers and resources;
  • Establish and drive process for review boards for the Purpose Product creation and Marketing Plan processes of N7, Puerto Rican Day Parade and National Coming Out Day to ensure the work is fueled by experts in the academic and cultural spaces for the communities we serve;
  • Lead workstreams to drive content creation and communication strategy to serve North America’s purpose-led initiatives;
  • Support input sessions to gain insight from consumers in every aspect including performance and cultural aspects that integrate the city voice in partnership with territory teams;
  • Partner with Global Purpose Marketing teammates, DEI and Nike United Network leadership teams to ensure integration into North America marketing efforts, leading with Employee Engagement;
  • Regularly communicate and feedback to North America and city teammates on the progress and evolution of strategies and priorities to ensure alignment;
  • Support the development of an annual brand plan for Purpose Marketing;
  • Establish and drive culture of mentorship across the extended team; and
  • Put the team first and live the Nike brand commitments.

Director of Diversity, Equity & Inclusion
Facebook - Seattle, WA

As the Director of Diversity, Equity and Inclusion, you will develop strategies to support the advancement of internal talent and continue to build an inclusive workplace for Facebook.We are seeking a seasoned, team-oriented diversity and inclusion practitioner with demonstrated ability to influence, design, implement and execute programs. Reporting directly to the VP, Workforce Diversity & Inclusion, this person will advise the organization in best in class DEI practices and partner and integrate DEI within US sites, organizations, HR (people) and talent management and leadership development within a highly matrixed organization. The ideal candidate will have the ability to move fast, navigate ambiguity, and collectively make an impact.In partnership with the HRBP, Org. Leader, Talent Management, Leadership Development and Analytics Diversity Business Partner teams develop and execute strategies to FIND, GROW and KEEP underrepresented people at all levels.

  • Help build and manage the growing Diversity team, working closely with each Diversity Business Partner to address the diversity-specific challenges and opportunities in each client business group
  • Develop and drive retention and professional development strategies aligned to each client business group, improving the overall employee experience and professional progression
  • Serve as a strategic business partner, advisor and leader who can influence HR and business clients by understanding root cause, building and executing solutions and flexing to meet partners where they are in order to help them take action

Senior Diversity & Inclusion Business Partner EMEA
Uber - Amsterdam, Netherlands

Uber's Global Diversity & Inclusion team is passionate about ensuring that we are prioritizing the vast array of differences that drive our innovation and expanding a culture of inclusion that helps to celebrate those differences.

As an Uber Diversity & Inclusion Business Partner, you will develop and execute strategic and holistic strategies and programs, tools, metrics, and resources for the region. Your goal will be to accelerate the creation of an inclusive and engaging workplace that enables all talent from a diversity of backgrounds to thrive and succeed, to coach and consult with business leaders to help them fully live their role as the leaders of diversity & inclusion, and to help Uber achieve its business goals and live its mission.

What You'll Do

  • You will work with the leadership and organization to be the link between the global D&I team, our Employee Resource Groups (ERGs), HR Business Partners, People Development team, and other cross-functional partners.
  • Serve as the internal leader to develop partnerships to promote diversity inclusion, support, community and belonging.
  • Deeply understand the inclusion opportunities within the region, the business goals of the leadership, and needs of the workforce and develop and execute a strategy that builds alignment between business and workforce needs to create greater growth and engagement globally.
  • Consult with managers and individual contributors to provide guidance and coaching on D&I issues when appropriate.
  • Identify external trends and benchmarks that inform and complement internal workforce goals and employee engagement, bringing in new ideas to the initiatives that you will organize
  • Create new programs in partnership with L&D and business leaders to engage, retain, and promote amazing, diverse talent.
  • Collaborate with HR to build an inclusive lense into all HR processes.

What You'll Need

  • You are obsessive about all things Diversity & Inclusion. You're a D&I culture carrier for Uber. You're introspective, possess emotional intelligence, are an engaged listener and strategic thinker with demonstrated flexibility to advance D&I strategy across the region.
  • Minimum 8 years of professional experience
  • At least 1-2 years of experience leading diversity, inclusion and/or cultural initiatives strongly preferred, including successful implementation of programs with measurable results.
  • Knowledge of the full human capital function including expertise in integrating diversity & inclusion in Learning & Development, Talent Management, Global Benefits, Recruitment, Employee Relations, and Retention Strategies.

At Uber, we ignite opportunity by setting the world in motion. We take on big problems to help drivers, riders, delivery partners, and eaters get moving in more than 10,000 cities around the world.

We welcome people from all backgrounds who seek the opportunity to help build a future where everyone and everything can move independently. If you have the curiosity, passion, and collaborative spirit, work with us, and let's move the world forward, together.

Sr. Director, IFS Next Horizon Impact – Activation & Inspiration
Cisco Systems - Research Triangle Park, NC

What You'll Do:
You have the unique opportunity to lead the creation of our vision, strategy, and execution for the Next Horizon Impact leveraging the power of inspiration to create action across our employee, customer, supplier, partner, and community stakeholders. This role will convene and coalesce stakeholders from across the company, industry, and the community, leveraging the thought leadership of behavioral economics plus digitization to make impact a habit. This will deliver exponential impact and set the bar for the industry and serve as a cornerstone for how we build an inclusive future for all.

Who You'll Work With:
You are a high performing business leader, general manager , and original thinker, who sees the world in new ways and connects dots that others don’t always see. You inspire teams to get curious and proximate to our most pressing challenges and biggest opportunities and take action, individually and collectively, that will create meaningful impact. You have mastered the craft of digital marketing and communications and have the ability to create new models for activation. You are a strategic thinker, capable of using data and insights to communicate business and social impact to drive decision-making and actions. You are experienced in working across the company at every level and in the community (senior management to employees and across the full spectrum of diversity). You are confident in leading teams to pursue ambitious goals, working at a fast pace with rapid cycle collaboration and delivering extraordinary results. You are a leader who values candor, learning, and continuous improvement . You inspire teams to push beyond the predictable and deliver extraordinary results.
Inclusive Future & Strategy is responsible for designing Cisco’s next horizon people strategy to deliver on the company’s commitment to power an inclusive future for all.

Who You Are:
This position will report to the Vice President, Inclusive Future & Strategy and Cisco’s Chief Inclusion & Collaboration Officer.

  • Provide subject matter expertise in nonprofit relationships to work with internal Cisco teams in Corporate Affairs, Country Leadership, Community Impact and Government Affairs.
  • Reach out to and garner relationships with nonprofit and government leaders for real-time feedback on community needs and serve as a liaison between community organizations and Cisco. ​
  • Develop new models of activation through digital platforms that create inspiration and deliver exponential action and impact. Always on.
  • Deliver expertise in executive communications, including digital media, website development, social, email communication, executive summaries and Power Point presentations. ​​
  • Build, manage, and execute at scale the infrastructure and repeatable processes to deliver impact as a motion that is integrated into our systems and policies, individually needed for our stakeholders (employees, suppliers, customers, and partners). Develop and maintain relationships across all Cisco businesses at all levels within our organization and ecosystem stakeholders Ability to establish industry presence, create visibility and impact with industry groups and leaders, reinforcing Cisco's role as a leader delivering impact for an inclusive future for all

  • Gain the confidence and establish credibility with senior management decision makers as well as our employees and community stakeholders as a key lever for transforming the business through the impact of our actions
  • Drives the activation model across internal stakeholders (all Employees, all Functions and all Regions) and ensures process delivers impact and embeds agile
  • devise get-well plans for actions and efforts that are not delivering our desired outcomes
  • Identify opportunities to pivot focus/efforts as needed as impact from actions and drive change management strategies designed to increase the awareness and adoption of current I&C offerings and solutions as well as business-specific strategies and programs
  • Build and nurture persona driven marketing campaigns aligned to objectives and priorities across Inclusive Future and Strategy team.
  • Manage, govern, and grow the Inclusive Communities and Partnerships
  • Provide a consultative approach to activation across Cisco, it’s partners, suppliers, and communities.
  • Work with corp comms, digital and brand teams to ensure we’re aligning to our corporate storytelling practice ​and editorial board.
  • Scale Community Impact as Cisco’s innovative approach to recognizing and celebrating all the ways we make a positive impact on people, society and the planet.
  • High performing business leader with strong standing and good network Ability to effectively deliver information, explain, advocate , and negotiate with both internal and external stakeholders at all levels

Diversity & Inclusion Program Director
Brown Brothers Harriman - New York, NY

At Brown Brothers Harriman, we believe no job is too big or small for any of us to handle if it helps our colleagues, clients and community. We value passionate, committed people who enjoy collaborating with others to find new solutions. We look for people who speak their mind, truly listen and step outside their role to add value wherever they can. Above all, we seek individuals who take great pride in their work and are inspired and motivated by their role in helping their colleagues and our clients succeed.

As the D&I Program Director, you’ll oversee and manage the daily activities of the D&I function while providing strategic input to execute on a range of BBH’s D&I initiatives. Your ability to partner with HR team members, business managers and employee resource groups across the company will enable you to embed best practices into key talent and workplace processes to foster an inclusive workplace that enables everyone to deliver their best and achieve our business goals. To be successful, you’ll need to navigate ambiguity within a matrixed organization, drive change management and interact with leaders at all levels throughout the organization.


  • Gather and analyze competitive intelligence on the D&I landscape to include market data, pertinent statistics and trends to inform ongoing strategy
  • Provide subject matter expertise, guidance and education on sensitive diversity topics
  • Work collaboratively with HR specialists and business leaders to implement diversity and inclusion strategies as it relates to recruitment, performance management, leadership development and retention.
  • Monitor and provide insight of regulatory and policy developments affecting areas of D&I
  • Counsel HRBP’s and Business Leaders on best practices for embedding diversity and inclusion in talent strategies
  • Develop and produce, in partnership with HRIT/HRMIS, quantitative diversity data analytics and dashboards that highlight trends and progress against D&I goals and oversee/ execute on legal reporting as appropriate
  • Draft and review messaging and communications from a D&I point of view
  • Manage cross-functional strategic employee engagement projects
  • Develop and manage relationships with relevant internal & external partners
  • Partner with procurement to develop and execute a supplier diversity program

Inclusion and Diversity Director
Honeywell - Atlanta, GA 30308

The future is what you make it. When you join Honeywell, you become a member of our global team of thinkers, innovators, dreamers and doers who make the things that make the future. That means changing the way we fly, fueling jets in an eco-friendly way, keeping buildings smart and safe and even making it possible to breathe on Mars. Working at Honeywell isn’t just about developing cool things. Our employees change the way the world works, and that's why we foster performance, innovation and leadership to improve our world-class talent. All of our employees enjoy access to dynamic career opportunities across different fields and industries.

Are you ready to help us make the future?

As Inclusion & Diversity leader for our HBT and HCE businesses, you will influence strategy, define organizational business requirements and collaborate closely with business leaders to drive progress and go-forward strategies at VP and SVP levels.

Our culture is built on Integrity & Ethics, supporting Inclusion & Diversity and Workplace Respect. Our goal is to have one of the world's most globally minded, diverse workforces. To do this, we must leverage all our different backgrounds, skills and perspectives. We role model inclusive leadership behaviors in all that we do. We strive to be a company where everyone feels they belong, can make an impact and have the opportunity to advance based on their talents and contributions. Supporting Inclusion & Diversity (I&D) is not only the right thing to do but is a business imperative. Diverse and inclusive teams make faster decisions that better innovate to meet our customers’ needs.

Sr. Director, Diversity, Equity & Inclusion
WarnerMedia - New York, NY

Full Job Description:
WarnerMedia is a leading media and entertainment company that creates and distributes premium and popular content from a diverse array of talented storytellers and journalists to global audiences through its consumer brands including: HBO, HBO Max, Warner Bros., TNT, TBS, truTV, CNN, DC Entertainment, New Line, Cartoon Network, Adult Swim, Turner Classic Movies and others.


The Daily:

  • Partner with SVP/Chief Diversity, Equity & Inclusion Officer to develop, implement and assist in driving the diversity & inclusion vision, strategy and programs for WarnerMedia News and Sports by working closely with executive and senior leadership across the division
  • Work collaboratively across WMNS to initiate, advocate, drive and measure the programs, policies and talent-driven practices needed to foster an open and inclusive environment
  • Build relationships internally with WarnerMedia and AT&T diversity and inclusion teams to align our missions globally and collaborate as warranted
  • Proactively foster relationships with business leaders across WMNS to develop and implement high-impact diversity initiatives and ensure that the diversity mission and goals are built into business plans
  • Partner with HR team, communications and business leadership to develop, communicate and implement the D&I strategy aligned with the company culture, values and behaviors – leveraging our strengths and addressing gaps
  • Work closely with internal and external communications teams (including VP of D&I External Comms and VP of Internal Comms) to tell our story and that of our employees, as well as develop initiatives to increase employee engagement and drive and evolve the WMNS culture to one that best leverages Inclusion
  • Work with VPs/SVPs/EVPs and other Sales leaders to monetize our efforts and build standing in the marketplace
  • In partnership with the talent acquisitions team and HR, define and implement initiatives that focus on the attraction, retention and development of talent with diverse perspectives and experiences
  • Identify, establish and grow strategic partnerships with external stakeholders, community partners and outside organizations to advance our diversity and business goals, as well as to create programs and opportunities to build awareness of our efforts and grow exposure for our employees
  • Represent WMNS at key diversity events and/or select appropriate company executive representation at these events to build brand awareness and affinity to our D&I efforts
  • Provide consultancy and specialist expertise to business leaders on diversity and consult with business units to determine needs and provide guidance on diversity-based solutions
  • Keep a strong pulse on current industry trends, technology and tools as it to relates to best practices and opportunities around diversity & inclusion through participation in industry forums, thought leadership opportunities and research

SAP NS2 Diversity, Equity, and Inclusion Director-Virtual
SAP - Herndon, VA 20171 or Remote

SAP is the global market leader for business software and related services, and SAP National Security Services Inc.® (SAP NS2®) is an independent U.S. subsidiary, offering SAP solutions with specialized levels of security and support to meet the requirements of U.S. national security and critical
Must be a U.S. Person; NS2 does not offer Visa sponsorships for this role
All internals must have manager’s approval to transfer

Potential summary:
NS2 seeks a strategic results-oriented leader to serve as its inaugural Director of Diversity, Equity, and Inclusion (DEI). As a member of the team, the Director will lead the execution and alignment of the DEI strategic framework, governance, and stakeholder management needed for the success and advancement of diversity, equity, and inclusion at NS2. The role will be focused on infusing DEI into learning and development programs and activities, including practices related to hiring, developing, retaining, engaging, and promoting talent. This role will champion, promote and guide NS2’s inclusion strategy and diversity initiatives across the enterprise.

The ideal candidate will have a track record of establishing and implementing diversity, equity, and inclusion policies and practices in a corporate environment. The Director will report to the Chief Culture Officer, with a dotted line to the Chief Human Resources Officer.

Role Description:

  • Develop effective new DEI programs, improve existing programs and processes, and generate solutions to build a truly inclusive environment
  • In collaboration with HR and Culture, develop strategic initiatives to address the retention, development, and promotion of employees from diverse backgrounds
  • Partner with HR to identify best metrics for measuring effectiveness of NS2 DEI initiatives; prepare reports for senior leadership and DEI Advisory Council
  • Work in collaboration with functional leaders, HR, and others on identifying and minimizing the impact of any potential systematic barriers and maximize the impact of diversity and inclusion
  • In collaboration with Talent Acquisition, help facilitate diverse pipelining opportunities to create a diverse and culturally representative workforce
  • Energize and engage cross-functional teams to achieve NS2’s vision, demonstrating a high-level of emotional intelligence, openness to change, and willingness to merge ideas to bring forward the best solutions
  • Work closely with NS2 Employee Resource Groups; assist in bringing new ones on-line
  • Important member of the DEI Advisory Council

Director of Diversity, Equity and Inclusion
Weyerhaeuser - Seattle, WA

YOU ARE an experienced diversity, equity and inclusion professional who knows how to drive meaningful progress through influence and action. You’re a natural relationship builder, who loves to engage and connect with people from all different backgrounds, and you’re skilled at facilitating constructive conversations that bring people with different perspectives closer together. You’re a big thinker who can articulate a clear vision, and at the same time you’re ready to do whatever it takes each day along the road to reach that vision. You care about the details and understand how to use data to drive progress. Above all, you are passionate about helping people realize their potential, and equipping employees and leaders with the skills they need to create a truly inclusive work environment.

IN THIS ROLE, you will own and help guide the evolution of our DE&I strategy and programs. You will work closely with our Vice President of Talent, Communications & Culture to facilitate effective sessions with our Inclusion Council and help set and drive progress against our annual goals. You’ll also work with other members of our team and the broader organization to ensure we effectively implement our strategies, comply with all applicable laws and have appropriate policies, practices and programs in place. You will partner across the business to help ensure our people-related activities result in a highly engaged, diverse workforce that wants to stay at Weyerhaeuser and grow their careers because they feel empowered, respected and a true sense of belonging.

Director of Diversity, Equity and Inclusion
TBWA\Chiat\Day - New York, NY

The Director of Diversity, Equity and Inclusion (DEI) will serve as a subject matter expert, consultant and advisor in matters of DEI, connecting initiatives and efforts to tangible outcomes which impact our culture and client work. This leadership role will be responsible for working with the Chief Diversity Officer and the President to define our approach to diversity across our workforce by bringing forward thought leadership, deep insights and strategic thinking while partnering successfully with leaders across the agency to achieve desired results. This role enriches our culture of inclusion by celebrating, engaging and leveraging the diverse backgrounds and perspectives of our employees.

Director, Head of Diversity & Inclusion
Royal Caribbean Group - Miami, FL

Royal Caribbean Group comprises of five distinctive brands that share a vision anchored in excellence. We have a common passion for creative thinking, innovative engineering and outstanding guest service that drives continuous improvement in everything we do. The entire Royal Caribbean family is committed to the legacy of hospitality and culture of innovation that is at the core of our guest service, the protection of our natural environment and responsible citizenship in our global community.

Reporting to the AVP Talent, Engagement, Diversity & Inclusion, the Director of Diversity and Inclusion (D&I) will play an integral role toward the development of the company’s global D&I strategy in alignment with the business strategy. This individual will help build an inclusive culture for the organization, integrating strategies and employee/talent metrics, KPIs and related data to create, refine and deploy D&I solutions.

  • Develop, implement, and communicate enterprise-wide global D&I strategy in alignment with the company’s business strategy and objectives for both shoreside and shipboard populations.
  • Partner with talent attraction, talent management, global learning & development, and other internal teams to integrate the D&I initiatives into the overall talent agenda and supplier diversity strategy.
  • Partner with Leadership to ensure D&I goals for shipboard as well as shoreside are tied to business goals and embedded throughout all initiatives.
  • Create and/or optimize D&I processes and structures, ensuring that Employee Resource Groups and the Global Executive Diversity Council are operating effectively and aligned with the business priorities.
  • Track progress against metrics that drive D&I accountability and create data-driven insights for greater future impact in the company. Manage communications efforts related to activities and outcomes of the company’s diversity strategy and programs internally and externally.
  • Monitor public regulatory/policy changes and local advocacy trends.
  • Influence business leadership to proactively attract and develop future talent.


Global Director, Diversity and Inclusion
Dechert LLP - New York, NY

The Director develops, implements, leads, and champions proactive Diversity Equity Inclusion (DEI) & Corporate Social Responsibility (CSR) initiatives and programs in concert with the firm’s overall strategic plans. The Director will work closely with the Chief Diversity, Equity and Inclusion Officer, Chief Talent and Human Resources Officer and firm leadership to achieve the firm’s DEI goals.

Global Director of DEI will lead the implementation of strategy, best practices, programs, initiatives and training.
Serve as an advocate on diversity, inclusion and equity initiatives and issues, working with firm committees and administrators, practice groups and office leaders to implement the Firm's diversity initiatives, keeping focus on inclusion as a key firm value.
Work closely with Hiring Partners, Human Resources, Recruiting, and Professional Development to increase the firm's hiring and retention of diverse personnel; research, track and analyze information with respect to recruitment, retention and promotion of women and diverse lawyers; and research, identify and work with others to implement best practices in furtherance of these goals.

  • Be a resource for individual women lawyers, lawyers of color, LGBT lawyers and other diverse professionals as they work to develop their careers.
  • Work with all of the firm’s offices to support the firm’s diversity, equity and inclusion efforts globally.
  • Participate in creating metrics for assessing the results of the firm's diversity and inclusion initiatives and benchmarking firm initiatives against evolving best practices in the legal industry.
  • Develop strong firm-wide relationships to ensure effective execution of diversity strategies and programs.
  • Oversee the firm's compliance with various bar association and other organization’s diversity pledges and commitments the firm may undertake.
  • Develop, manage and oversee the creation of programs and the distribution of information related to diversity and inclusion in the workplace, including the Diversity Symposium, summer associate programs, new associate and new partner orientations, training and educational programs and cultural heritage celebrations; create and circulate appropriate diversity-related communications.
  • Collaborate with the Marketing Department to develop strategies to capitalize on the firm's commitment to diversity and to publicize examples of successful diversity efforts, including the firm’s diversity materials, brochures and web-based content, making efforts to secure recognition of those efforts in national or regional publications or “best of” lists.
  • Coordinate the firm's diversity sponsorship protocol, identifying, selecting and facilitating appropriate sponsorship or event hosting opportunities; oversee the preparation of responses to client requests for diversity information and appropriate third party surveys.
  • Collaborate with the firm’s Global Women’s Initiative, the Diversity Committee and affinity groups, plan and attend their meetings and events, help develop and manage their budgets and provide other support to those committees, committee chairpersons, and committee initiatives and their affinity groups.
  • Attend and present at conferences, help to identify and engage speakers with diverse backgrounds for internal diversity programs; along with others, represent the firm at various diversity functions and serve as one of the firm’s spokesperson on diversity and inclusion issues.
  • Partner with the Procurement Team and CDO to develop of a firm-wide supplier diversity program effectively track and advance the firm’s supplier diversity initiatives.
  • Develop a strategy for and integrate business services professionals into the firm-wide diversity and inclusion strategy.
  • Work with professional development team to oversee the design and development of strategic firm wide Mentoring Program and Work Allocation System.
  • Develop annual budget for all related areas of responsibility. Provide monthly commentary and trends. Carry out reforecasting each quarter as directed.
  • Manage direct reports and any indirect reports. Provide timely & efficient feedback & performance/compensation reviews.
  • Any other projects or assignments as determined by management.​



Director, Diversity, Equity, and Inclusion
The University of Chicago - Chicago, IL 60637

The University of Chicago Laboratory Schools provides one of the world's most outstanding pre-collegiate educational experiences. Because Lab is part of the University of Chicago, the importance of intellectual life—of thought and exploration—infuses all aspects of our curriculum, and students in every grade benefit from outstanding UChicago academicians and access to unmatched resources. John Dewey—one of the great minds in education—established the Schools in 1896 as a place to explore and implement his theories on childhood education. Today’s students still benefit from his vision, and today’s Lab faculty are recognized as experienced leaders in their field. Families who choose Lab care deeply about curiosity, inquiry, and creativity. Approximately 60 percent of Lab families are affiliated with the University, half live in Hyde Park, and the rest come from across Chicago, the suburbs, and northern Indiana. Lab’s student body reflects the diversity that is deeply valued by the Schools and its community; approximately half of our 2,000 students are people of color and families report speaking nearly 40 different languages in their homes. The Laboratory Schools seek the finest employees—people who wish to inspire a love of learning in our students and join a vibrant learning community. We employ people with a wide range of skills and training, in many different disciplines. At Lab, we value learning experientially, exhibiting kindness, and honoring diversity. We seek employees who share a similar commitment to these values. Lab people are engaged and excited by our mission of igniting and nurturing an enduring spirit of scholarship, curiosity, creativity, and confidence in the youngest members of the University of Chicago’s academic community. The Laboratory Schools is a great place to work and our connection to the University provides our faculty and staff with opportunities that would be nearly impossible to match in any other environment.

Job Summary:
The University of Chicago Laboratory Schools Director of Diversity Equity & Inclusion (DEI) position, to begin July 2021, is a senior administrative position that reports to the Director, Laboratory Schools. The Director of DEI is a member of the School’s senior administrative team and leads the Schools’ efforts to honor diversity, one of the core values articulated in the mission statement, by developing and implementing programming and policies that support diversity, equity, and inclusion. Working in collaboration with administrators across the Schools, the Director of DEI will establish consistent and comprehensive diversity programming and services, partnering with faculty, staff, students, parents, and board members in support of diversity, equity, and inclusion efforts. The successful candidate will have broad school or other relevant experience and a proven record of success in leading diversity efforts at other institutions. Furthermore, this person will be conversant with a range of models for building cultural competence within institutions and will be prepared to guide this community in developing the best model for the Laboratory Schools.


Director of Diversity, Equity and Inclusion - Law School
St. John's University - Queens, NY 11439

St. John’s established in 1870, has three New York City campuses; a graduate center in Hauppauge, NY; international locations in Rome, Italy; Limerick, Ireland; and Paris, France; and study abroad locations around the world. The Princeton Review and other top rankings consistently recognize the University’s outstanding academics, diverse student body, dynamic internship and volunteer opportunities, focus on student life, and diverse study abroad offerings. St. John’s University offers more than 100 undergraduate and graduate programs in its six colleges and schools, with a growing number of programs offered online. The University is accredited by the Middle States Commission on Higher Education and 12 other major academic and professional associations.

A dedication to diversity, equity and inclusion is at the heart of our mission. As a Catholic and Vincentian university, St. John’s is committed to institutionalizing practices of inclusive excellence to ensure that we welcome and celebrate the intrinsic worth of all members of our community. We will become an even stronger university as we enhance equity at every level of our institution. As noted in our Vision Statement, our graduates will excel in the competencies and values required for leadership and service in a rapidly evolving world.



Director – Associate Learning and Education & DEI
Walton Enterprises - Bentonville, Arkansas

Walton Enterprises is seeking a skilled, highly motivated, and entrepreneurial individual to join the team as a Senior People Partner. The ideal teammate will have the demonstrated ability to lead company-wide Associate Learning and DEI projects and initiatives, and act as a trusted People Advisor to the Walton Family and their entity representatives.

You will oversee all learning and educational programs within our organization.   You will identify associate learning needs based on skills gap analysis and develop group and individual learning opportunities.  You will work with managers across the organization to embed learning in regularly occurring team meetings.  You will set managers up for success with leader-led training.  This role also maintains a consistent culture in the business regarding learning and development and is responsible for the creation, implementation, and improvement of all business-wide learning and education efforts.

Associate Development Responsibilities

  • Plans, organizes, and leads associate learning initiatives, ensuring proper execution at all levels of the department.
  • Strategically develops effective learning and educational programs and materials.
  • Ensures consistency in the delivery and application of learning and education standards across the business and oversees the planning, prioritization, and development of new learning and education initiatives, ensuring that these programs and initiatives are consistent with the business overall strategies, objectives, and needs.
  • Conducts analyses to identify and define present and future learning and education needs.
  • Works closely with the leadership and management of all departments to ensure progress against targets and goals.
  • Creates the development and documentation of the learning path for key positions within the business and communicating this information as needed.
  • Conducts participant feedback surveys and follow-up studies on all completed training programs in order to evaluate and measure results and draw reports for senior leaders and key stakeholders.
  • Introduces the latest and most applicable trends in training and development for inclusion in the overall strategy, constantly maintaining and updating training programs, and ensuring an innovative approach within the business.

Diversity, Equity, and Inclusion Responsibilities

  • Set the strategic vision for the organization’s DEI commitment to our internal associates
  • Act as a close advisor and thought partner to the leadership team on issues related to diversity, equity, and inclusion
  • Ensures DEI practices and focus continue to be embedded in the priorities and actions of the organization’s strategic plans
  • Strengthens DEI practices through knowledge sharing and research contributions
  • Collaborates with HR partners and the leadership team to identify strategic partners who will support the organization’s DEI commitment
  • Assists in broadening the organization’s reach through accessing diverse networks for communications, recruitment, etc.
  • Supports broader efforts across Walton Enterprises to implement an inclusion and equity learning agenda, teambuilding, and culture-building activities
  • Instill knowledge and best practices related to racial equity and cultural literacy and other aspects of diversity and inclusion into the organization
  • You will design/develop and lead Diversity, Equity, and Inclusion initiatives for the company in partnership with the leadership team and our associate-led DEI committees ensuring our organizational practices achieve our DEI vision. 

Senior Principal Strategist, DEI and Program Strategy
The Humane Society of the United States - Remote

The Humane Society of the United States (HSUS), the nation’s most effective animal advocacy organization, is seeking a Senior Principal Strategist, Diversity, Equity, and Inclusion and Program Strategist for the Office of the Chief Program and Policy Officer. In this position you will lead the organization’s strategies and initiatives to create positive social impact through our programmatic work, increase equity and inclusion and minimize harmful consequences in our external policy initiatives, and improve diversity, equity, and inclusion (DEI) in the animal welfare community. Provide analyses and input on matters of DEI affecting the organization’s external programs and policy work.

You will be responsible for:

  • Reviewing and evaluating current programmatic and policy work, with a specific focus on impact to historically marginalized groups and acknowledgment of past inequitable outcomes; identifying areas of improvement and developing strategies for implementation;
  • Providing strategic DEI subject matter expertise on the development and implementation of organization’s programs, policy, and outreach work;
  • Designing and implementing metrics, monitoring, and reporting systems to effectively benchmark and track organizational progress in DEI as it relates to external stakeholders;
  • Providing advice and support to program teams on messaging and communication as it relates to DEI in support of our programs and policy work;
  • Researching and maintaining knowledge on current and emerging developments, trends, and best practices for DEI, assessing the impact, and collaborating with senior leaders to incorporate in current and future program and policy strategies

Director of Inclusion and Belonging
Crystal Bridges - Bentonville, AR

Crystal Bridges seeks a dynamic individual to lead our Diversity, Equity and Inclusion (DEI) efforts. This role is committed to advancing the institutions DEI strategy internally and externally. This role plays a critical part in leading our institution to becoming an antiracist institution. The primary responsibilities of the role are to support the institution’s strategic goals in the context of DEI; develop tailored long range and annual DEI strategies; and, implement institutional inclusion policies, programs, processes and evaluating effectiveness. The role serves as a strategic partner to leaders across the institution, delivering innovative and creative solutions that address key organizational challenges and opportunities. This role carries influence at all levels within the organization to effectively advance DEI goals related to talent, business, and culture imperatives. The position reports to the Chief People Officer with a dual reporting relationship to the Executive Director and Chief Diversity and Inclusion Officer. The incumbent is responsible for performing all job duties in accordance with state and federal guidelines/laws and organization policies and procedures.

Diversity, Equity & Inclusion Director
Planned Parenthood - Los Angeles, CA

Planned Parenthood Los Angeles is seeking an experienced Diversity, Equity, and Inclusion Director with excellent communication and customer service skills to work in our Downtown Los Angeles Headquarters.  The Diversity, Equity, and Inclusion Director will oversee the development and implementation of programs and services that promote diversity, equity, and inclusion throughout PPLA’s workplace culture.  Partner with and support each department to create and sustain a culture of diversity, equity, inclusion within and across our teams. This role will interface with employees at all levels to foster an environment of collaboration, high performance standards, learning and continuous improvement.  Serve as a consultant to management to strengthen cohesion within and among departmental strategies and priorities.  Report to the VP, Human Resources and partner with the HR team to ensure that all stages of the employee lifecycle are in line with PPLA’s DEI strategy and priorities.

Over one hundred years ago, Planned Parenthood was founded on the idea that everyone should have the information and care they need to live strong, healthy lives and fulfill their dreams. Founded 52+ years ago, Planned Parenthood Los Angeles is one of the largest providers of reproductive health care services in Los Angeles County. The Planned Parenthood Los Angeles (PPLA) team works together to provide high-quality, affordable reproductive health care to women, men, and young people across Los Angeles County. At PPLA, you will discover a culture of like-minded individuals who are eager to make positive contributions to their community and to the Planned Parenthood mission.


Director - Diversity & Inclusion and Emerging Manager Strategy
Office of the Comptroller - Manhattan, NY 10007

The Bureau of Asset Management (BAM) is responsible for oversight of the investment portfolios of the New York City Retirement Systems (Systems) totaling over $225 billion in assets. The portfolio is managed primarily by external investment managers and is largely invested in publicly-traded securities with additional allocations to private equity, real assets, hedge funds, and opportunistic fixed income investments.

Reporting directly to the Chief Investment Officer (CIO) and working closely with the Bureau of Asset Management staff, the responsibilities of the position include, but are not limited to:

  • Develop strategies and recommendations for the CIO on how BAM can continue to expand engagement with and increase utilization of Minority and Women-owned Business Enterprises (MWBE) and emerging manager firms;
  • Support the BAM Investment Team to achieve objectives for engagement and interaction with prospective and existing MWBE and emerging manager firms;
  • Conduct analysis, assessment and reporting for the CIO and Asset Class teams regarding utilization of MWBE and emerging manager firms;
  • Ensure that all prospective external investment managers receive timely feedback on the status of their consideration and evaluation from the Investment Strategy staff;
  • Work with BAM to provide support to prospective and existing external investment managers of the Systems in business processes with the City;
  • Represent BAM in various industry events with the objective of expanding BAM’s network of MWBE and emerging investment managers and service providers;
  • Work in cooperation with the CIO to have an active presence in diverse investment management networks and to communicate and carry out BAM’s Open Door policy for all investment managers, including MWBE and emerging managers;
  • Coordinate BAM’s annual Emerging & MWBE Manager Conference; and,
  • Perform other related assignments or special projects as may be required

Senior Executive Assistant Director 16 - Director of Diversity, Equity and Inclusion
State of Michigan - Lansing, MI

This position serves as the department’s Director of Diversity, Equity and Inclusion responsible for developing and administering internal and external programs and strategies that foster a diverse, equitable, and inclusive education system for all students. This position reports to the superintendent and serves on the senior leadership team. Additional duties include but are not limited to developing a strategic equity plan in alignment with the state strategic education plan; assessing internal policies, procedures, and processes to ensure diversity, equity and inclusion; providing department staff with professional development and resources focused on diversity, equity and inclusion; identifying equity education issues and proposed solutions; participating on committees, advisory councils, or task force groups; and serving as the Equity and Inclusion officer (EIO) responsible for complying with the governor’s executive directives.



Manager Diversity & Inclusion Education (Corporate)
MGM Resorts International - US, Nevada

Become one of the stars behind the show and become part of the world’s most powerful entertainment brands. Our Company has one exciting mission: To entertain the human race.

The primary responsibility of the Diversity and Inclusion Education Business Manager is to deliver and facilitate Diversity and Inclusion (“D&I”) education, training and awareness programs as determined by the Corporate Diversity and Community Engagement Department, in collaboration with other MGM Resorts International departments, properties and business units. D&I education is expected to contribute to the continued integration of D&I values into the Company’s culture and business operations and enhance inclusive leadership at the employee and management levels, our employees’ work experience, employee engagement, superior guest service, innovation and positive Company relationships with our communities. This position will otherwise support the Corporate Diversity and Community Engagement Department (the “Department”) in achieving the Corporate Social Responsibility (“CSR”) business objectives of the Diversity and Inclusion Strategy team and MGM Resorts International (the “Company”). All duties are to be performed in accordance with departmental and MGM Resorts policies, practices, and procedures.


  • Design, deliver and facilitate Diversity & Inclusion (“D&I”) education, training and awareness programming for our property, regional and corporate customers. D&I programming consists of the Inclusion Champion Workshop; employee training courses and seminars; property/corporate division Corporate Social Responsibility (“CSR”) presentations; Diversity of Thought; inclusion recharges; employee engagement exercises; and other similar events.
  • Design, develop and deliver all Diversity and Inclusion training in partnership with Legal as it relates to compliance training related, but not limited, to Transgender Education, Disability Etiquette, Anti-Human Trafficking, etc.; in addition to training programs regarding company policies.
  • Ability to manage and complete national reputation surveys on a continuous basis
  • Facilitate various training modalities, while incorporating relevant business insights and competitive trends into D&I programs to promote relevance and buy-in.
  • Provide direction and makes recommendations based on D&I reporting and KPIs to D&I Team leadership, Department leadership, Company senior leadership and the Company’s Board of Directors CSR Committee.
  • Conduct virtual learning via Webinars or the equivalent as needed and participate in facilitation delivery cross-evaluation process.
  • Facilitate/deliver leadership development lessons, including relevant D&I content, as part of the required curriculum for the Employee Network Group LEAD Program completion and certification.
  • Collect pre- and post-session participant surveys and feedback/evaluation instruments for the Inclusion Champion Workshop and other D&I education programs.
  • Evaluate pre-and post-course data for measurement of the learning quality, participation rate, and participant satisfaction level of D&I education programs, learning events, etc.; and recommend improvements
  • Collaborate with the Director, D&I Education and/or D&I Strategy team on program content/curriculum, facilitator guides and participant handouts for all training associated with D&I, associated leadership development and employee engagement activities and recommend improvements to program content, presentation and alternative training methods.
  • Manage oversight of the set-up and break-down of the Inclusion Champion Workshops, recharges and other similar events as determined/assigned (including oversight of scheduling, enrollments, attendance, location logistics, materials and equipment preparation, A/V service needs, supplies inventory, resource allocation, handout distribution, surveys, and postclass processes).
  • Model the competencies and standards of effective leadership; participate in Company-sponsored volunteer and other CSR opportunities.
  • Perform other job-related duties as assigned.

Senior Manager, Diversity, Equity & Inclusion - Community Engagement
Home Depot / THD - Atlanta, GA 30301

Support the Sr. Director of DE&I in promoting company-wide diversity and inclusion initiatives and processes that enable The Home Depot to become the Company of Choice. This includes, but is not limited to: forming mutually beneficial partnerships with diverse businesses that allow us to deliver superior products and services, and ensuring that our associates, products and services are inclusive of the needs of our diverse customer base.


  • Partner with business leaders to develop and implement diversity and inclusion strategies, processes and procedures to support the Company's business objectives.
  • Develop & manage relationships with outside organizations and facilitate Diversity and Inclusion vendor relationships.
  • Develop and implement guidelines for associate Diversity and Inclusion networks and serve as internal consultant regarding best practices. Serve as subject matter expert to the Corporate and Division Inclusion Councils and facilitate Diversity and Inclusion Council events.
  • Manage integration of diversity strategies into existing HR processes (i.e., staffing, learning, development programs, etc.)
  • Benchmark & research best practices for diversity & inclusion with leaders from other Fortune 500 companies.

Inclusion and Diversity Strategy Leader
Marsh and McLennan - New York, NY 10036

Marsh & McLennan Companies is seeking an Inclusion & Diversity Strategy Leader who will play a critical and strategic role in strengthening, building, and further defining a holistic I&D strategy within MMC. This role will contribute a high level of knowledge, skill, and consultative leadership to ensure that MMC’s I&D strategies and programs are innovative and provide solutions to drive employee and stakeholder engagement. This role will partner across all levels of the organization in developing, implementing and tracking progress against ongoing strategic and specific initiatives that enrich MMC’s I&D program.

In serving as the Chief of Staff to the VP, Chief Diversity Officer, this role will have an immediate impact on the VP/CDO and team’s productivity, streamlining strategic initiatives, facilitating collaboration, meetings, and deliverables across the I&D organization, managing and directing programs, and partnering across the broader enterprise to champion I&D initiatives and a culture of inclusion.

Reporting to the VP, Chief Diversity Officer, the ideal candidate has a strong track record in cross-functional leadership with a special focus on executive-level advising. They are highly strategic, an adept decision-maker, determined problem solver, and highly capable of navigating complex and competing demands and priorities.

Key Responsibilities

  • Design, develop and implement Inclusion & Diversity strategies and programs.
  • Research, recommend and stay abreast of innovative trends and practices to foster inclusion, equity, and a sense of belonging. Analyze information to determine trends.
  • Partner and collaborate with MMC and Businesses to translate I&D business strategy into innovative solutions that build employee and stakeholder engagement and drive inclusion in alignment with established business goals.
  • Drive cross-functional alignment around setting the I&D vision and strategy, forming a plan with clear goals and asks, executing and monitoring progress.
  • Identify areas and advise where the VP/CDO and I&D leaders need to focus in order to meet goals or revisit plans.
  • Provide thought leadership on I&D strategies and solutions to drive innovation, employee wellbeing and stakeholder engagement. Identify new and broader platforms to deliver inclusion solutions.
  • Consult with clients/stakeholders/customers to interpret insights and translate business needs into actionable solutions. Identify key gaps and provide recommendations.
  • Contribute to and implement innovative, strategic solutions from the I&D councils and employee stakeholder groups.
  • Influence the thinking and inclusive leadership development of senior leaders to help focus efforts on the highest priorities for I&D at MMC and foster a culture of continuous improvement.
  • Support the management of diverse strategic partnerships and strategy development in partnership with key external stakeholders.

Planning and Business Operations:

  • Serve as Chief of Staff to the VP, Chief Diversity Officer, assisting in complex problem solving and acting as a trusted advisor to guide strategic, operational, and cultural change.
  • Strategically manage the VP/CDO’s time, evaluating meeting/business needs and determine fit with priorities.
  • Represent the I&D leadership team as needed in meetings and initiatives and support the VP/CDO’s decision-making process by providing clearly defined options, logic, tradeoffs, and recommendations.
  • Influence multiple and varied stakeholders at various levels across the organization to align I&D with business integration, direction, and plan.
  • Create organizational structures and business processes to embed I&D into problem solving and decision making.
  • Research, recommend, and develop alternative business models for the enterprise that challenge existing ways of doing business.
  • Build strong relationships within peer group and senior leadership both inside and outside of the team to ensure cross-group collaboration and connection.
  • Participate in cross-functional business planning to improve implementation of I&D programs, procedures, methods and practices to promote business unit key messages and achieve a competitive advantage.
  • Lead I&D team through annual/quarterly strategic, operations, and financial planning cycles.

Communication and Engagement:

  • Work with key partners across the enterprise to optimize opportunities to tell our I&D story; strengthen the I&D narrative and value proposition to the business.
  • Drive company awareness, commitment and accountability for I&D across the business.
  • Monitor information flow ensuring right information, right people at the right time.
  • Create reports and presentations to support recommendations for new programs and initiatives.
  • Build storylines and guide the team to prepare presentations or proposals for executive needs.
  • Lead and plan I&D Council Meetings.
  • Collaborate across Inclusion & Diversity, Human Resources, Communications, and Marketing teams in planning and executing I&D communication activities; promotes VP/CDO’s efforts both internally and externally.
  • Identify, develop, and foster relationships and strategic partnerships with I&D thought leaders, consultants, vendors, professional organizations, and other external stakeholders.
  • Advise key stakeholders regarding critical events MMC should participate, sponsor, or increase presence to improve positioning as a company and employer of choice.
  • Represent company in external venues to include board and advisory positions where applicable, speaking engagements, workshop facilitation and conferences.

Senior Manager, Diversity, Equity & Inclusion (DE&I) Employee Experience Partner
Sony Interactive Entertainment PlayStation - San Mateo, CA

About the role:
The Senior Manager, Diversity, Equity, & Inclusion (DE&I) Employee Experience Partner will partner closely with our key Diversity, Equity & Inclusion partners – People Leaders, HR/Centers of Excellence (COEs), internal partners and our Employee Network (eNet) leaders to amplify the voices, stories, and the personal experiences of our employees to showcase standard methodologies that are making Sony Interactive Entertainment (SIE) a great place to work and play for ALL! The DE&I Employee Experience Partner will be responsible for the global strategy and governance of our eNet and Inclusion programs. In addition, the DE&I Employee Experience Partner will be responsible for developing and executing the DE&I and eNet communications strategy to keep our leaders and employees informed and engaged around SIE's diversity, equity, and inclusion strategies, goals, and programming. The DE&I Employee Experience Partner will report to the Director, Diversity, Equity & Inclusion (DE&I).

The ideal candidate is a strategic problem-solver who excels at collaborating cross-functionally, has both a DE&I, Employee Resource Group (ERG), and/or Communications program management background, ability to build and execute on strategy at a global scale and deliver high-quality work in a dynamic tech environment.

Diversity & Inclusion Manager
AccruePartners – North Carolina, USA

AccruePartners is a Multinational Manufacturing organization with years of growth and success with growing revenues in excess of $1B. World leader in their industry working with their clients in the telecom, healthcare, technology, consumer electronics and automotive industries. Company current structuring for growth with expectations to further expand globally through mergers and acquisitions. Dedicated leadership with tenure in both the company and industry


Partner with Talent & HR leaders to drive the administration and communication of Diversity & Inclusion policies and projects
Works with high levels of autonomy and executive exposure
Operates as practitioner as well as project manager, accountable to many members of leadership
Drives the specialty within HR and other verticals of the corporate team

Diversity and Inclusion Manager Americas
FactSet – New York, NY

The Americas Diversity, Equity and Inclusion (DE&I) Manager will work with the Global Chief Diversity, Equity & Inclusion Officer (CDO) to manage the DE&I programming for the Americas relative to the D&I strategy (https://www.factset.com/company/diversity-and-inclusion).

This role will focus on leveraging DE&I best practices to help us achieve our strategic DE&I goals and power FactSet’s success by ensuring we have a strong culture of belonging — one that fosters an equitable, diverse and inclusive environment for everyone to thrive and be their authentic selves

Working in partnership with the Global Chief DE&I Officer, the DE&I Manager will build relationships and engagement in support of DE&I initiatives and design, implement and manage strategic DE&I related programs and initiatives in the Americas. The DE&I Manager will also provide thought-leadership, guidance and consultation to HR partners, business leaders, managers, and employees in the Americas and embed best practices and innovative ideas to address the unique challenges in the region.


Manager, Diversity & Inclusion
Cardinal Health - Dublin, OH 43017

Diversity & Inclusion is responsible for developing and deploying strategies that support a diverse and inclusive culture within Cardinal Health.

  • Develops programs that create a culture that respects and appreciates diversity of thought, experience and background.
  • Provides training and coaching for employees and managers on diversity issues and trends.
  • Maintains knowledge of EEO and OFCCP regulations and remains current on diversity regulation trends.
  • Provides program and project management support to execute strategy. Manages scope, budget and timeline while ensuring requirements are met.
  • Partners with Employee Resource Group, Multi-Cultural Council and Diversity and Inclusion Council leaders to ensure that their work is aligned with Diversity & Inclusion strategy.
  • Partner with our data and analytics team to provide performance reporting and assists with the selection, implementation and verification of performance metrics.
  • Partner with our Talent Management and Talent Acquisition functions to help ensure our internal and external talent pipeline remain robust to support the future talent needs of the organization.

Accountabilities in this role:
Reporting to the Chief Diversity Officer, the Manager, Diversity & Inclusion will be responsible for implementing short, mid, and long-term strategies for cultural and organizational change to enhance the diversity of our workforce and to strengthen our existing diversity efforts through D&I Strategies, Employee Resource Groups (ERGs), Multi-Cultural Councils (MCCs) and HQ D&I Council. Working with Local Diversity Councils and other external partners to enhance and communicate the organizations diversity and inclusion brand. Responsible for building relationships with both internal (primary) and external partners (secondary) and will advocate actions that will help the company achieve the advantages a diverse workforce provides with a clear focus on aligning our diversity efforts with our corporate business strategies.

Key Responsibilities:

  • Work with Chief Diversity Officer to implement a comprehensive diversity strategy, as well as related programs/initiatives and projects across the enterprise.
  • Grow and sustain relationships between internal (primary) and external (secondary) diversity related organizations that support our diversity strategy while adopting best practices to include assessing and delivering on existing partnerships, launching new partnerships and assessing for ROI regularly to determine changes/shifts in partnerships as needed (Examples: Global Diversity Forum, Gartner, Institute for Women’s Leadership, HBA, HRC, O&E, to name a few)
  • Develop and support internal employee networks and teams as an effective means of developing, communicating and implementing diversity initiatives throughout the organization
  • Provide direction to business segments through ERGs, MCCs and the Diversity and Inclusion Council on tactical programs and systems related to attracting, retaining, and promoting a diverse workforce, while establishing an inclusive work environment in support of CAH corporate values, policies and practices
  • Develop a means to measure and provide internal reporting on the progress of ERGs and MCCs diversity initiatives
  • Partner with our legal team and Data Governance team or diversity initiatives in various countries to make sure they are following country required governmental reporting and regulations. Partner with HR-Business Partners to deliver on this oversight
  • Must have an ability to partner and team creatively and virtually within tight budget parameters
  • Partner successfully with the HR Communications team to deliver on D&I Communications strategies



Manager, Africa and Middle East Programs
Americares - United States, Remote or in our Stamford, CT location

Americares is a health-focused relief and development organization that saves lives and improves health for people affected by poverty or disaster. Each year, Americares reaches 90 countries on average, including the United States, with life-changing health programs, medicine, medical supplies, and emergency aid. Americares is the world’s leading nonprofit provider of donated medicine and medical supplies. For more information, visit americares.org.

Americares work across the globe is organized around three program areas: Access to Medicines, Clinics to Communities, and Emergency Programs. Our ongoing programs target five health themes: Women’s and Children’s Health, Health Systems Strengthening, Non-Communicable Diseases, Mental Health, and Infectious Disease. In the last fiscal year Americares Africa and Middle East team delivered over $57 million in medical gift-in-kind to partners in nine countries across the region, and implemented maternal and child health, health worker safety, infection prevention and control, and supply chain strengthening programs in Liberia, Malawi, and Tanzania. This year Americares is rapidly expanding its program presence in Africa with a focus on strengthening primary care facilities to become thriving local health centers.

Americares defines thriving local health centers as those with strength in four areas:
• Professional capacity of the health center itself
• Sense of care, respect, and dignity patients experience
• Community engagement to prevent disease and promote good health, while ensuring those served by a health center have a voice in how it serves them
• Connection with larger health system for referral, support, and resilience

The Africa and Middle East Programs (AME) Manager will be part of a highly efficient and motivated team and serve as the focal point between Stamford, CT headquarters and the Americares Tanzania office, coordinating between departments in HQ to enable efficient operations and program implementation. The Manager will support the Tanzania office as its headquarters advocate responsible for supporting program and budget management, field operations and compliance with Americares’ and donor policies, and business development.

Program Development, Implementation, and Evaluation
-Support the Tanzania country team in program design and the development of corresponding internal deliverables for various programs
-Conduct data collection and analysis of field data for programmatic assessments and collaborate with the Americares Monitoring and Evaluation (M&E) team as needed, e.g., needs assessments for program design, M&E of indicator data for existing programs, etc.
-Support the country office in ensuring high program quality for its portfolio, including conducting literature reviews of global/national guidelines and assessing alignment, reviewing indicator data, etc.
-Support program implementation in terms of work-plan development and monitoring and liaising with HQ for technical assistance for country offices
-Coordinate the development and review process of training curricula and information, education, and communication (IEC) materials for various programs and facilitate communication between the country office and HQ technical teams
-Train and/or facilitate training field staff and partners on core program management and training topics, e.g., participatory training methods, data collection and analysis, project cycle management, quality improvement, etc.
-Collaborate with Global Programs leadership across departments to increase program impact and develop multi-year program strategy for Tanzania
-Support the Emergency Response team in Americares responses to complex humanitarian emergencies and rapid onset emergencies in the African continent, e.g. participating in Americares internal global emergency response roster trainings for potential deployment, as requested.

Financial Management
-Support the Tanzania country office in budget and spending oversight, including development of the annual country budget, monthly reviews of budget vs. actuals, and forecasting spending
-Review monthly financial reports from the Tanzania country office and liaise with Finance HQ for fund transfer requests
-Ensure compliance with HQ and local guidelines and requirements, including timely financial reporting to HQ as required

Field Office Operations Support
-Work with Global Operations Team to ensure the development and implementation of field office policies are in line with local regulations and link to organizational policies and procedures; provide training and resources, as needed.
-Ensure compliance with all labor laws and laws governing operation as a registered NGO in Tanzania in coordination with HR and Legal teams
-In coordination with Americares HQ, identify human resource needs and help recruit staff to meet those needs
-Collaborate with the Americares USAID-funded Community Partnerships for Respectful Care (CPRC) team to facilitate streamlined support and guidance for the Americares Tanzania office and to maximize efficiencies across programs
-Provide day-to-day operational support to field teams

-Support the development of monthly and quarterly programmatic reports for internal stakeholders and donors
-Collaborate with Americares’ Marketing and Communications department on developing success stories and impact case studies from the field for newsletters, writeups, press releases, and blog posts
-Draft project and country program profiles and boilerplate language for reports, grant proposals, and communications materials
-Serve as an organizational focal point for assigned programs with internal stakeholders
-Participate in internal Americares working groups and communities of practice on topics of interest
-Respond to internal and external information requests regarding Americares work in the AME region.

Gift-in-kind (GIK) Partnerships
-Maintain awareness regarding inbound shipments of donated medicines and medical supplies to GIK partner(s) in Tanzania. The logistics related to these shipments will be primarily handled by the Associate of AME Programs
-Support the Americares Tanzania team with maintaining and expanding local GIK partnerships with health facilities and NGOs in Tanzania to augment and enhance other programmatic activities with such partners

New Business Development
-Support AME in the development of innovative partnerships as requested by the Associate Director, AME and/or Director, AME
-Assist field and HQ teams to develop program proposals
-Work with the development team to plan and execute donor engagement
-Support corporate relations team in development of donor requests for GIK donations, as applicable to programmatic activities

GDEI Training and Education Specialist
The Nature Conservancy - Arlington, Virginia

Since 1951, The Nature Conservancy has been doing work you can believe in protecting the lands and waters that all life depends on. As a science-based organization, we create innovative, on-the-ground solutions to our world’s toughest challenges so that we can create a world in which people and nature thrive. 

We’re rooted in our Mission and guided by our Values, which includes a Commitment to Diversity and Respect for People, Communities, and Cultures. We know we’ll only achieve our Mission by hiring and engaging a diverse workforce that reflects the communities in which we work. Whether it’s career development, work/life balance, or a rewarding mission, there’s lots of reasons to love life #insideTNC. Our goal is to cultivate an inclusive work environment so that all of our colleagues around the globe feel a sense of belonging, and that their unique contributions to our mission are valued.

The GDEI Training and Education Specialist will be responsible for developing and implementing training programs and learning solutions that build staff capacity and expertise. Reporting to the Senior Program Director, this role will partner closely with the People Team and other internal stakeholders.

The GDEI Training and Education Specialist will work towards meeting strategic priorities by developing and coordinating training plans and related tactics, and overseeing day-to-day tasks required to implement training programs for the GDEI function. They will be responsible for first taking an inventory of existing training functions within TNC, including understanding the scopes of the external DEI consultants supporting TNC BU's and Chapters. They will also further assess training needs, setting learning project scope, identifying required resources, and evaluating learning program effectiveness. They will manage the process of the design, development, and maintenance of comprehensive training curriculums delivered through a variety of methods. They may deliver trainings or manage training opportunity delivery with subject matter experts.

They will analyze factual information to achieve results, improve workflow, and solve problems. The Specialist work in close cooperation with any or all of the following: Conservancy senior leadership, employee resources groups, staff, vendors, and other relevant stakeholders.   They will reinforce consistency in the organization's policies and procedures and will provide support related to training subject matter and execution for the GDEI function. They will manage documentation, initiate complex processes, and serve as key team member for the enhancement of systems and tools used by the team. They will lead diverse activities, analyze situations, evaluate alternatives, project outcomes, and implement solutions in order to improve effectiveness.


  • Act independently and exercise independent judgment to identify and solve complex problems; work checked through consultation and agreement with others rather than by directives of superiors;
  • Demonstrate sensitivity in handling confidential information; decisions may have program-wide impact and may bind the organization financially or legally;
  • Design and manage multiple projects, directing work of staff, managing budget, setting deadlines, and ensuring accountability;
  • Design and plan new initiatives that will ensure department and organization-wide goals and strategies are achieved;
  • Direct or participate in negotiations for complex or sensitive agreements;
  • Minimize legal risk to the Conservancy and ensure legal compliance with applicable state, local and international regulations;
  • Ensure programmatic commitments, Conservancy policies and procedures, and financial standards are met and managed for compliance;
  • Lead budget planning and negotiating and contracting with vendors;
  • May evaluate and select vendors, as required, and will serve as the lead liaison with necessary vendors.
  • Develop organizational communication plans related to training and educational resources, events, courses, etc…
  • Manage accountability for strategic goals related to functional area;
  • May supervise one or more administrative or professional staff, including training and professional development;
  • Take leadership role on interdepartmental teams to coordinate the work of peers;
  • Travel frequently and on short notice, working long or flexible hours, as needed; and
  • Work environment involves only infrequent exposure to disagreeable elements and minor physical exertion and/or strain.

Strategic Project Manager
Institute for Sustainable Diversity & Inclusion – Seattle, WA

The Institute for Sustainable Diversity & Inclusion (ISDI), operating out of the Seattle, Washington area, is looking for a person with great project management competencies and a strong passion for Diversity, Equity & Inclusion. ISDI manages the 23-year running NW Diversity Learning Series (NWDLS), a bi-monthly world-class educational workshop series for employers.

Primary Responsibilities:

The Strategic Project Manager is responsible for administrative, project and related support to the ISDI organization. The workload varies week to week but attendance at the regular meetings is part of the job including:

• Weekly staff meetings
• Work outside of staff meetings
• Six bi-monthly 2.5-hour NWDLS sessions
• Six bi-monthly 2-hour D&I and HR Leaders Afternoon Sessions
• Two 3-hour Strategic Planning meetings
• Two 3-hour Strategic Thinking meetings
• Special events (time varies)
• And other meetings as necessary

Primary accountabilities are summarized as follow:

Project Management
Lead the organization’s project management functions including:  

  • Oversee and maintain project flow and organization via Project Management Platform (Asana)
  • Coordinate Special Events with Program Manager
  • Create and oversee full calendar timeline of all activities to access capacity
  • Assess ISDI’s technology needs
  • Ensure Processes & Policies are developed, implemented and improved as needed

Serve as primary liaison with Sponsors & Subscribers for outreach & day-to-day relationship management

  • Past and current and potential Sponsors and Subscribers
  • Manage annual Sponsorship and Subscription Renewal process in coordination with CoDirectors
  • Initiate outreach to referrals
  • Initiate outreach to new and potential Sponsors and Subscribers; bring-in Co-Directors at appropriate time
  • Communicate Key Dates (NWDLS, PM, Special Events, Strategic Thinking/Planning) with Sponsors, Subscribers and/or D&I and HR Leaders Group)

NWDLS Sessions and Special Events
Manage the NWDLS Presenter & Special Event activities including:

  • Create Memorandums of Understanding for each Session Presenter
  • Communicate with Presenters to keep them focused on the deliverables and deadlines
  • Schedule & attend meetings and calls to provide feedback and clarity on deliverables Schedule GoTo Webinar (GTW) practice sessions for presenters
  • Finalize session PPT with Presenter incorporating ISDI slides (opening, announcements & closing) for Sessions and special events
  • Monitor and field technical issues during sessions
  • Keep time during sessions

Manage the Strategic Planning Meetings (SPlanningM) for development of the next year’s NWDLS  

  • Schedule meetings with D&I and HR Leaders and other specially invited guests/provocateurs
  • Develop project plan for ISDI team preparation for SPlanningM
  • Create Project Timeline: Schedule team meetings to include time to discuss & develop plan
  • Coordinate development of the PPT for SPlanningM and finalize with team

Manage the Strategic Thinking Meetings

  • Facilitate Team discussion to develop topic, agenda, and guest speaker if part of the program
  • Setup and schedule meeting (Zoom or other platform)
  • Develop, coordinate team input, and output email communications via Constant Contact about the meeting

Performs other administrative functions such as:

  • Run meetings, take minutes/notes  
  • Manage the certification application & submission process (HRCI, SHRM)
  • Arrange for HSDC ASL Interpreters (requests & management)
  • Monitor the software subscription list (subscription accounts such as Zoom, Asana, Techsoup, etc.) and coordinate renewals with Co-Director
  • Monitor and continue to develop process improvement documentation

If you are interested in the position, please send a Cover Letter highlighting your qualifications and interest in what we do, along with your Resume, to ISDI Program Manager, Julie Reimer at Julie.reimer@i4sdi.org. She will coordinate setting up time for us to talk with each applicant.

Diversity Advisor to the Director
National Cancer Institute - Bethesda, MD/Remote

The Center for Cancer Research (CCR) is home to nearly 250 basic and clinical research groups located on two campuses just outside of Washington, D.C. CCR is part of the National Cancer Institute (NCI) and makes up the largest component of the research effort at the National Institutes of Health (NIH). Centrally supported by long-term funding and a culture of complete intellectual freedom, CCR scientists are able to pursue the most important and challenging problems in cancer research. We collaborate with academic and commercial partners and advocacy groups across the world in efforts to prevent, diagnose and treat cancer and HIV/AIDS. The CCR research portfolio covers the full spectrum of biological and biomedical research. Our work ranges from basic to translational and clinical, and our clinical trials are conducted in the NIH Clinical Center, the world’s largest hospital dedicated to clinical research that offers a robust infrastructure to support CCR’s patients on an estimated 250 open studies. The success of CCR is grounded in an exceptionally strong discovery research program that provides the foundation for the seamless translation of insights from bench to bedside.

The Center for Cancer Research (CCR) seeks to build a diverse biomedical workforce that reflects national demographics. To that end, CCR is seeking a dynamic candidate to serve as its first Diversity Advisor to the Director.

The incumbent shall serve as the principal advisor and primary resource to the Director and senior leadership to develop and guide CCR’s organizational strategy for recruitment and retention of diverse candidates and new and strengthened institutional mechanisms to ensure an inclusive and supportive environment for underrepresented minority (URM) faculty. Efforts will focus on areas such as faculty recruitment, organizational development, and monitoring and reporting of progress. The incumbent shall serve as the primary division representative at the NCI and NIH level on these matters.


IAC Internships

Updating the DEI Career Opportunities Page and Welcoming New Members

Inclusion Allies Coalition seeks an intern with some level of web development skills to lead an effort for weekly updates of the Career Opportunities Page that is seen by our group of over 500 members who are current DEI practitioners.  The benefits for someone taking on this role will be an opportunity to see upcoming DEI jobs before they are widely publicized.  For someone looking to break into DEI or looking for their next opportunity this is a great way to maximize the impact of your job search by also sharing great job postings with others who are similarly looking for DEI jobs right now. 

In addition, you will be able to help with welcoming new members to the Coalition, adding their names to the website, sending a welcoming note and contacting them to see their interests if they are mentioned in their registration.

Expected Time Commitment is 2-3 hours per week and expectation for the internship would be 3 month minimum.  You will be partnering with a team of 2 of volunteers.  More information on the IAC can be found at http://www.inclusioncoalition.info/welcome.html the link to the current job board can be found at  http://www.inclusioncoalition.info/d-i-career-opportunities.html

If interested please contact Shavondalyn Givens – linkedin.com/in/shavondalyngivens/