Diversity, Equity & Inclusion

Job Openings​ 





Vice President, Diversity, Equity and Inclusion
Smartsheet - Washington State, Remote

Smartsheet's business and culture succeed as a result of experienced people working together to achieve our purpose. The Vice President of Diversity, Equity and Inclusion (DEI) will manage the leadership of our global DEI strategy with a primary focus on elevating DEI across our people practices including recruitment, development, retention and employee engagement. You will also oversee the adjacent work related to our community impact strategy and corporate social responsibility (CSR) programs.

In 2005, Smartsheet was founded on the idea that teams and millions of people worldwide deserve a better way to achieve their very best work. Today, we provide a leading cloud-based platform for work execution, empowering organizations to plan, capture, track, automate, and report on work at scale, resulting in more efficient processes and better outcomes.

This essential role is part of the People & Culture (P&C) team and you will report directly to the Chief People and Culture Officer based out of our Bellevue, WA headquarters.

You Will:
You are instrumental to making Smartsheet a place where every person feels that they belong and can build a career. As our most senior DEI expert, you will run the overall growth and continuous integration of diversity, equity and inclusion. You will work with the People & Culture team and across the organization to evolve and communicate DEI insights, direction and progress. You will also oversee Smartsheet's Corporate and Social Responsibility (CSR) efforts.

Specific accountabilities include:

  • Assess and lead the impact of Smartsheet's people practices on DEI and work with our People & Culture teams to evolve practices and metrics in recruitment, talent management, total rewards, and employee engagement.
  • Own the (r)evolution of Smartsheet's next-generation ecosystem, inclusive of leader and community engagement.
  • Inform DEI and CSR metrics and organizational goals, with the people analytics and research team.
  • Further develop and maintain global processes and systems to hold leaders responsible for their support, implementation and eventual ownership of DEI in their departments.
  • Collaborate and influence by reaching beyond the immediate scope to influence and leading change initiatives with multiple senior leaders.
  • Provide coaching to and partnership with the Executive Leadership Team on areas related to DEI and Smartsheet values.
  • Provide cultural change to support Smartsheet's ability to deepen its relationship to and support of essential diverse segments across employees, customers and communities.
  • Oversee Smartsheet's CSR programs and external partnerships with an eye for opportunities to maximizing our impact through coordination with our DEI strategy.
  • Represent Smartsheet and its interests to external communities, parties and partnerships around the world.
  • Partner and advisor to our Employee Communications and culture teams regarding internal, external, and leadership communications
  • Help guide reporting and analytics designed to highlight the strengths and opportunities of our efforts to support hiring, retention and career growth at Smartsheet

You Have:

  • Bachelor's degree or equivalent experience with a minimum of 10 years of progressive experience in a corporate environment inclusive of meaningful time both leading people and leading DEI efforts, resulting in a record of furthering business strategies and creating best practices.
  • Demonstrate superb cross cultural skills with the ability to successfully approach, build trust and negotiate across multiple cultures, markets, and community/business leaders.
  • Delivered in a tech environment through superb project management and collaboration.
  • Convey complex ideas, unique concepts, and proposals to enroll team, peers, and management.
  • Comfort and experience working with employees and leaders at all levels and galvanizing others into action around building more diverse and inclusive environments.
  • Build capacity of individuals and teams through employee development, involvement and communication.
  • Create a mutually supportive work spirit and culture where people can do their best.
  • Establish trust and inspire others.
  • Delivered commitments and hold others to do the same.
  • Champion DEI and CSR in the organization and advocate solutions in our best interest.

VP, Diversity, Equity and Inclusion
Cushman & Wakefield - New York, NY 10104

Job Description Summary:
The Global Diversity, Equity and Inclusion team leads the company's commitment to diversity, equity and inclusion globally. As a key member of the global DEI team, this newly created role will partner with the Chief Diversity, Equity and Inclusion Officer (CDEIO) to build, execute and continue to enhance Cushman and Wakefield’s global Diversity, Equity and Inclusion strategy and framework.
The ideal candidate will possess a passion for diversity, equity and inclusion with a global and innovative mindset. This role will report into the CDEIO and work collaboratively across the organization with the Global DEI team, Human Resources Leaders and Business/Function Leaders.


  • Contribute thought leadership to enterprise DEI strategy and partner with local leadership to translate into a regional (Americas, APAC, EMEA) action plans
  • Provide deep validated experience, thought leadership, advice, coaching, solutions and consultation to HRBP’s, business leaders and the regional Diversity Councils
  • Formulate and execute innovative and customized enterprise-wide or department-specific diversity strategies and tactics that result in driving action and change in the organization
  • Analyze applicant flow and talent lifecycle, from hire to retire, and identify key areas to embed DEI
  • Partner with senior business leaders to integrate D&I into business, employment and workplace practices
  • Build strong relationships with business leaders to establish regional actions plans
  • Collaborate across Human Resources function to ensure DEI is embedded into talent lifecycle processes
  • Stay up to date with regulatory and policy developments affecting D&I and its implications for Cushman & Wakefield
  • Attend and speak at DEI conferences and on DEI panels and facilitate relationships between individuals at the firm and leading DEI organizations
  • Manage DEI budget, including program spending, vendor contracts and payments, and shared costs supporting company initiatives and/or programs while reporting and tracking spending by quarter

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.


Chief Diversity, Equity, and Belonging Officer
Penn State University - Hershey, PA 17033

Penn State College of Medicine (PSCOM) seeks a dynamic, experienced and visionary leader to serve as the Chief Diversity, Equity, and Belonging Officer (CDEBO). Committed to addressing institutional racism across the College of Medicine, advancing equality and impact for the PSCOM community and those it serves, and creating an equitable, diverse, and inclusive environment for all learners, faculty, and staff, the CDEBO will be the key senior leader to guide this work.
Reporting to the Dean, the CDEBO will set a bold vision, provide the strategic direction, and leadership for PSCOM's initiatives that promote racial-awareness, equity, and create a community that is welcoming and inclusive across all aspects of diversity and committed to positive change.

The Chief will coordinate and lead efforts to advance a vibrant and progressive program through innovative initiatives, curriculum, services, and policies. This program will incorporate all facets of PSCOM and will guide the Institution to measurable actions leading to greater diversity, equity, a sense of belonging, value, support, and acceptance for all faculty, staff and learners.

Candidates must have a minimum of five years of relevant experience in a senior leader diversity role; prior experience in higher education is preferred but not required.

The CDEBO is an exciting opportunity for an accomplished, innovative leader with proven effectiveness and expertise in achieving institutional excellence in diversity, equity, and belonging efforts as well as the ability to lead with vision, purposefulness, and optimism in helping shape PSCOM's future.

For confidential nominations and expressions of interest, please click the link below:


The Pennsylvania State University is committed to and accountable for advancing diversity, equity, and inclusion in all of its forms. We embrace individual uniqueness, foster a culture of inclusive excellence that supports both broad and specific diversity initiatives, leverage the educational and institutional benefits of diversity, and engage all individuals to help them thrive. We value inclusive excellence as a core strength and an essential element of our public service mission.

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

​​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.



Senior Diversity, Equity, and Inclusion Business Partner
Amazon.com Services LLC - Nashville, TN

Full Job Description

  • Bachelor's degree or 10+ years of equivalent experience in lieu of a degree
  • 5+ years of progressive prior work experience in leadership roles in Diversity, Equity & Inclusion
  • Experience building a DEI strategy from the ground up, including designing roadmaps to drive incremental progress towards long-term vision and goals
  • Experience with DEI analytics, including how to analyze DEI data and drive impact in recruitment, talent, and inclusion metrics
  • Experience in a consulting, client service, or customer-facing DEI leadership role, enabling the organization to build and execute their DEI plan to achieve measurable results

Come share your passion for Diversity, Equity, and Inclusion (DEI) innovation through a leadership role on our Worldwide Consumer DEI team. As a DEI Business Partner supporting our Consumer Tech group, you will design and drive a global DEI strategy in partnership with business leaders, HR, Talent Management, and Recruiting. By thinking big and diving deep, you'll advance our DEI work and empower long-term results.

A successful candidate will have experience building effective multi-year DEI strategies, including full-life-cycle plans in the areas of recruitment, talent management, learning, and engagement. You should understand how these strategies connect with and influence one another. You should also have strong project management, writing, and analytical skills, along with the ability to influence and partner cross-functionally with both HR and business leaders and teams.

In This Role, You Will

  • Help to define Consumer Tech DEI strategy, goals, and priorities as a member of the Consumer Tech DEI team
  • Lead development and execution of the business DEI strategy, in close collaboration with HR, talent management, recruitment, and business partners, to define priorities, goals, and measures of success
  • Serve as a DEI subject matter expert by contributing perspective, insights, and knowledge, and taking a balanced consultative and systematic approach to enable the organization to achieve measurable results
  • Provide leadership coaching, when appropriate, to managers and Directors/VPs via one-to-one and group interactions
  • Influence and partner with cross-functional working teams, including both HR and business team members, to launch innovative, effective programs
  • Define key performance indicators by developing metrics for DEI programs and processes, aligned with business and DEI organizational objectives
  • Drive DEI goal achievement through program management and well-defined project plans; manage implementation activities, and develop processes, documentation, and communications for program/process rollout and ongoing support
  • Scale services and tools by designing mechanisms that scale with the business’ growth in volume, complexity, and global geographic dispersion
  • Proactively identify risks/issues, providing solutions, resolving risks/issues, and overcoming hurdles to drive results
  • Bring a high energy, results-oriented, and resourceful mindset and quickly take control of your responsibilities
  • Advanced degree preferred
  • Previous DEI experience in the tech industry
  • Deep understanding of societal systems of bias, and ability to apply this knowledge to invent, evolve, improve, and simplify business and HR processes
  • Global program management experience preferred

​​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

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

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.

​Associate Director for Diversity and Inclusion Education
TUFTS University - Medford, MA

The Office of the Provost is responsible for setting and guiding institutional and budgetary priorities that advance the University’s academic mission. Together with deans and senior administrators, the Provost directs and supports the partnerships, collaborations, and planning initiatives on four Massachusetts campuses and an international center in Talloires, France. This team of academic leaders ensures that our educational and research programs are of the highest quality by working closely with faculty, staff, alumni, and students to fulfill the University’s goals and aspirations. The Office of the Provost is also responsible for the library system, international and industry collaborations, and the ten Boards of Advisors and support two Chief Diversity Officers that provide strategic vision and oversight for diversity and inclusion across the university.

This position directly supports the Associate Provost/Chief Diversity Officer for Medford and SMFA campuses, and will work in close collaboration with the AP/CDO for the Tufts Health Science Schools and partner with the associate directors for diversity and inclusion education on both campuses. The Office of the Provost is committed to diversity and inclusion and recognizes that the need to develop educational opportunities regarding power, privilege, uniqueness and the ways we as a community co-exist. In order to address this need, preparation centered around unconscious/implicit bias, anti-racism, restorative justice, Whiteness, anti-Blackness, bridging cultural gaps, sensitizing about LGBT and disabled community, etc. need to be implemented. We aim to be racially conscious and demand racial equity as well as raising consciousness for all historically silenced and marginalized groups. This position will collaborate with different stakeholders at Tufts in order to plan, develop and implement these trainings. These trainings will reinforce the foundational values that are core to the Tufts ethos: authenticity, civility, dignity, humility, open-mindedness, curiosity, excellence, social justice and a sense of belonging and will help to bridge the gaps and harness a spectrum of learning so that all Tufts community members experience a sense of belonging. Most importantly this position will be dedicated to the intersectionality between race, cultural responsiveness, and social justice. The expected outcome of this preparation is to establish the Tufts community of faculty, staff, students and alumni as a group of individuals committed to each other’s success, health and wellbeing. This commitment to each other will be reflected in their attitudes and behavior towards one another and in how they apply the knowledge and skills they have acquired through experience provided by the Chief Diversity Officers and this position. This position will develop university-wide training and development agenda to improve the overall cultural competence and capacity of the Tufts community members and also help to develop institutional programs that promote a culture of inclusion and mutual respect. Additionally, this person will manage pipeline programs and support other functions and programs as needed by the AP/CDO.

Basic Requirements:

  • Minimum of Master’s degree, with preference for terminal degree in a related field, or related fields.
  • 3 years of experience in role supporting Diversity and Inclusion efforts in an institution of higher education creating, managing and delivering high quality, comprehensive training within higher education.
  • Demonstrated understanding of, and support for, key precepts in Diversity and Inclusion training, including critical race theory, feminism, queer theory, privilege, protected classes, micro-aggressions, cognitive empathy, nonviolent communications, or related areas.
  • Subject matter expertise in diversity & inclusion, unconscious bias, talent development, and organizational development within a global environment, or related areas.
  • The ability to develop curriculum and deliver impactful presentation materials tailored to the needs of a wide range of audiences (students, faculty and staff) on all of Tufts’ campuses. Effectively facilitate and deliver curriculum.
  • Able to apply appropriate assessment tools to evaluate the outcome of the curriculum. Use feedback and evaluation outcome effectively to modify curriculum and engage in continuous improvement.
  • Experience in leading and managing diversity, equity, and inclusion programs, preferably in a university setting.
  • Exceptional Written and Verbal Communication.



Deputy Director for Diversity, Equity, Inclusion and Access
Philadelphia Museum of Art – Philadelphia, PA

Position Summary:
As a cornerstone of art and culture in Philadelphia, the museum has a unique role in serving many varied constituencies. The focus, as the museum moves forward, is on making diversity, equity, inclusion, and access work central to everything it does. The Deputy Director for Diversity, Equity, Inclusion and Access (DEIA) is responsible for overseeing the development and implementation of a comprehensive strategy to achieve institutional goals of diversity, equity, inclusion, and access. In this capacity, they will play a leading role in establishing appropriate policies that will foster the development of an internal culture that exemplifies these values and puts them into practice in all aspects of its work.

Working in close collaboration with the Director and CEO and other senior staff, the Deputy Director for Diversity, Equity, Inclusion and Access will:

Promote the acquisition and development of talent and retention policies as well as establish goals on workforce diversity.
Implement a sustained training program for staff and trustees that promotes open dialogue and understanding about issues related to diversity, equity, inclusion, and access.
Be involved in decision-making with regard to the selection and presentation of a broad range of programmatic activities, including educational offerings, special exhibitions, and the presentation and interpretation of the museum’s collection both onsite and online in a manner that reflects and advances an institutional commitment to diversity, equity, inclusion and access.

Key Responsibilities:

  • Oversees and manages the activities of the Office of Diversity, Equity, Inclusion and Access. These may include, but are not limited to instructional programming, the development of special initiatives, and the organization and leadership of cross-functional groups.
  • Serves as the principal staff liaison to the Board of Trustees on diversity, equity, inclusion and access as well as other related issues, reporting to them on a periodic basis and working, as directed, with internal stakeholders on the design and implementation of initiatives to fulfill the museum’s commitment to diversity in governance and outreach.
  • Upholds institutional DEIA policy, consulting widely with staff and trustees to ensure participation and broad engagement with DEIA work.
  • Develops an institutional DEIA plan that defines the scope of the museum’s diversity work, identifies, and prioritizes initiatives that will fulfill the objectives of this plan, and oversees its ongoing implementation.
  • Serves, as needed, on various staff committees that provide input on the selection and development of exhibitions, collections presentation and interpretation, and public programs.
  • Works in concert with other senior staff, including the Deputy Director for Collections and Programs and the Deputy Director for Digital Resources and Content Strategy to ensure that their functional areas effectively fulfill the museum’s diversity goals.
  • Works in concert with development staff to fund initiatives on diversity, equity, inclusion, and access.
  • Undertakes various administrative responsibilities and participates in the day-to-day management as a member of the Executive Offices and the Senior Management Team.
  • Participates, as needed, in events organized by the museum for the benefit of its members or various constituent groups such as the Board of Trustees, the Women’s Committee, and the Associates and Chairman’s Council programs.
  • Works in coordination with the intergovernmental staff to represent the museum to various public constituencies in the city and the region and, as needed, attends civic and social events.
  • Serves as a representative of the museum in various professional organizations and events and maintains a strong and effective relationship with colleagues in the field, especially those at peer institutions in this country and abroad.
  • Develops in consultation with the Director and Chief Executive Officer a professional development plan that will enable the Deputy Director to keep up to date on professional developments in the field and to address any agreed-upon professional needs.
  • Performs other duties as requested.

Other Responsibilities:

  • Upholds the professional standards of their field and always acts in a manner that is consistent with the best interests of the museum and will protect and enhance its reputation and standing within the community of museums.
  • Adheres to the museum’s code of ethics and avoids any real or perceived conflicts of interest.
  • Shows respect for co-workers and visitors and an understanding of and appreciation for the diversity of the museum’s staff, volunteers, and audiences.
  • Aspires to excellence in all aspects of their work and serves as a model for others.
  • Maintains confidentiality.
  • Adheres to all PMA protocols, procedures, rules, and policies

To learn more about this opportunity, please contact: Tory Clarke, Partner, Bridge Partners tory.clarke@bridgepartnersllc.com  and Toya Lawson,  Partner, Bridge Partners toya.lawson@bridgepartnersllc.com

Senior Director, Inclusion, Diversity, Equity & Access (IDEA)
Amnesty International Of The USA - Remote

As a human rights organization, AIUSA is deeply committed to advancing Inclusion, Diversity, Equity & Accessibility (IDEA) in all aspects of our work. The Senior Director of IDEA is a newly created leadership role housed in the Inclusion & Strategic Innovation department, directly reporting to the Chief Inclusion & Strategic Innovation Officer (CISIO).

This role will be responsible along with the CISIO and the Executive Team for embedding a holistic and integrated approach to IDEA across the organization, working with all stakeholders but with an initial primary focus on staff and volunteers. The Senior Director will further build out and implement the existing IDEA strategy, leading on a wide range of initiatives, including ongoing assessment, monitoring, and improving of AIUSA’s IDEA efforts; strengthening IDEA in processes, practices and policies, and developing learning and engagement opportunities for AIUSA staff and volunteers. Although the person in this role will partner closely with the People & Culture team and the Movement Building team on improving internal and volunteer practices, they will also working closely staff in other teams to drive IDEA in their areas of work, including campaigns, programs, public affairs, research, government relations, development and operations.

This role requires a seasoned IDEA generalist with a track record of building comprehensive change strategies with expertise in racial equity and anti-racism, human resources, leadership development, and volunteer management. A strategic, empathetic, collaborative, and influential leader, the Senior Director is able to determine and deliver on AIUSA’s organizational needs as it moves to the next phase of implementing our IDEA strategy. This will require the Senior Director to identify powerful and meaningful initiatives to increase awareness, build skills, and strengthen collaboration and ownership of all staff and volunteers. They must be ready to build, lead, and partner, and able to navigate a complex organization with many different stakeholders who are at different stages of their IDEA journeys. The Senior Director is self-motivated, creative, pro-active, agile, resourceful, can put things in perspective, and have a good sense of humor. The Inclusion & Strategic Innovation department houses a number of functions related to people, learning, organizational development and strategy, and culture change, and the Senior Director of IDEA will be a key leader in further strengthening the team and its collective work as a member of the department’s leadership team.


  • Further develop, implement, and evaluate the IDEA organization-wide strategy for staff and volunteers in partnership with the Chief Inclusion & Strategic Innovation Officer
  • Advise and support the People & Culture team on developing inclusive, equitable and diversity-conscious talent management and employee experience practices
  • Design, develop, deliver and evaluate training, resources, events, and other IDEA-related learning/discussion opportunities for managers, staff and volunteers
  • Lead the IDEA committee and other IDEA-related staff and volunteer groups
  • Provide day-to-day training, advice, and coaching to senior leadership, managers, staff and members on IDEA-related issues as needed or requested
  • Advise colleagues in the Human Rights Impact, Movement Building, Development, Legal & Policy, and Finance & Operations departments to develop, implement, and monitor IDEA initiatives in their respective areas of work
  • Partner with the Organizational Development, the Innovation Lab, and Impact & Learning units to embed IDEA into planning, testing, and evaluation of AIUSA’s work
  • Manage relationships with external IDEA-related vendors and partners
  • Collaborate with the International Secretariat and other Amnesty International sections on IDEA-related efforts as needed
  • Being an active contributor to an inclusive, collaborative and high-performing team

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.


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.



Americas Diversity, Equity and Inclusion Manager
Dyson - Chicago, IL

About us
Dyson is a global technology enterprise. We’re growing fast and our ambition is huge – more categories, more locations and more people. Dyson launched in the US in 2002, and since then operations have grown exponentially. Our US headquarters is based in Chicago's Fulton Market neighborhood with additional offices located in Aurora, Illinois and Ann Arbor, Michigan. We also have employees working in field sales, our service centers, and in our growing number of Dyson Demo Store’s across the country.

About the role
As part of our strategic people agenda, Dyson aspires to offer an employee experience aligning to that of the 5-star experience we offer to our customers. We would like to create an inclusive environment where all talent thrives. We have a number of initiatives in place today that are led by our people and across our HR team which are performing well. However, we can, and we must do so much more.

By driving the Diversity and Inclusion agenda across the Dyson Americas region and by integrating with the global D&I director, this role will champion and provide expertise on diversity and inclusion matters across the organisation, partnering closely with HR, the business and our global support functions.

The role will be accountable for the delivery of our diversity strategy to deliver tangible results.This is an exciting opportunity to lead change in an organisation to reinvent itself for the next generation of talent driving new ideas, innovate technology and connect with our global and diverse consumer population.

Specifically, this role will:

  • Drive the execution and alignment of our regional diversity and inclusion strategy
  • Proactively engage with, influence, and advise senior leaders (i.e. regional leadership team and global stakeholders) on the topic of, and business impact of, Diversity & Inclusion
  • Partner with the existing D&I Taskforce and drive tangible results, partnering with the existing HR functions.
  • Build accountability and a sense of ownership for diversity at senior leadership level; working with HR business partners to coach senior leaders in their roles as champions
  • Promote the D&I vision across functional boundaries, ensuring integration and alignment across relevant People initiatives and relevant business activities (e.g. Marketing, Communications, Legal, etc.)
  • Lead the execution of an integrated, HR wide evaluation of diversity and inclusion initiatives to drive improved diversity across all teams
  • Leverage a network of Diversity & Inclusion leads across the People team to execute open specific actions and initiatives
  • Partner with HR leads to determine, drive and report on diversity enhancement metrics across all teams.
  • Partner with our Senior HRBP lead on D&I to provide a focal point and senior level sponsorship to D&I groups and forums across Dyson
  • Champion the needs of all Dyson employees and promote an inclusive working environment that leverages the benefits of diversity and values the contribution of all staff
  • Establish a clear communication framework, structures and channels (i.e. leveraging Yammer) to promote diversity and inclusion messages and inclusion groups
  • Develop a clear set of metrics to measure, track, and report on the impact and benefits of Diversity and Inclusion initiatives on business performance and employee engagement

About you

  • Minimum 5 years working within a global matrixed organization
  • Experience working on Diversity, Equity and Inclusion initiatives, programs and/or plans is preferred
  • Bachelor’s degree or equivalent experience is required
  • Strong communication skills with the ability to drive change projects and create inclusive teams
  • Proven success in stakeholder management, cross-functional relationships and building credibility with all levels of the organization
  • Understanding of change management process with the ability to facilitate process through to completion
  • Proven experience of improving diversity across a large global organization, working with c-suite stakeholders to drive results

Diversity, Equity & Inclusion Senior Program Officer
Bank of the West - San Ramon, CA 

At Bank of the West, our people are having a positive impact on the world. We’re investing where we feel we can make the most impact, like advancing diversity and women entrepreneurship programs, financing for more small businesses, and promoting programs for sustainable energy. From our locations across the U.S., Bank of the West is taking action to help protect the planet, improve people’s lives, and strengthen communities. We are part of BNP Paribas, a global leader supporting the UN Sustainable Development Goals (SDGs). Yes, we’re a bank, but as the bank for a changing world, we are continually seeking to improve the ways we help our customers, while contributing to more sustainable and equitable growth.

We are transforming Diversity, Equity & Inclusion (DE&I) at Bank of the West by shaping a culture that attracts, retains, develops, and advances talent to meet tomorrow’s business challenges & reflects the needs of our customers & communities.

We know real change is hard work, which is why we need someone who is ready to make a serious impact on our company and industry. We need your leadership, heart for DE&I and energy to help design and build the future at our company.

We are looking for someone unafraid of bringing their authentic self to work. Our inspiration and collaboration depend on the diversity of our teams, and inclusion of all voices in our process. We value honesty, transparency, and positive leadership. We appreciate action. We reward continual improvement. We want you to grow. We want you to be yourself. We want you to ask for help and help your peers. We want you to work hard and be proud of the results.

Our eyes are on the future and we need you to help make it happen. Join us.


  • Passionately oversee and execute, in collaboration with the team, the DE&I program within the Bank. This could include engaging with our Employee Resource Groups, project management of internal initiatives and/or external partnerships.
  • Partner with leaders across the Bank’s footprint to drive expected results through program governance, project management, planning, marketing and process improvements.
  • Exercise sound business judgement in the initiation, planning and execution of the DE&I program.
  • Using stellar written communication skills, draft articles, stories and other communication assets to advance the goals of the DE&I program.
  • Together with the DE&I team, d evelop, implement and oversee the DE&I program through collaboration with business partners (such as Marketing, Communications, Analytics, Talent, Learning & Development ). Lead through influence cross-discipline teams to establish integrated plan to deliver on program goals and objectives.
  • Identify DE&I needs across the company . Oversee and manage related programs and projects impacting DE&I program success. Track and monitor program status and metrics to ensure milestones are met, including internal and external delivery commitments.
  • Gather and maintain current information on DE&I programs and best practices throughout the industry .
  • Recommend program key performance indicator s (KPI s ). Use data to track progress toward KPIs and make recommendations for operational or program enhancements in pursuit of goals.
  • Manage risks and dependencies on DE&I program goals and objectives.
  • Proactively identify and resolve issues and make recommendations for improvements to existing processes
  • Requires deep knowledge of job area typically obtained through advanced education combined with experience.
  • Typically viewed as a specialist within discipline.
  • May have broad knowledge of project management.
  • Requires 7 years minimum prior relevant experience.

DE&I Program & Practice Manager
Unify Consulting  Greater Seattle Area 

The Diversity, Equity & Inclusion Program Manager can be based in the Greater Seattle Area OR San Francisco Bay Area. This new role focuses entirely on the organization to guide Unify on this important journey. The successful candidate will influence and shape our DE&I Roadmap with the goal of weaving inclusive behaviors and practices into every aspect of our business through the successful creation and implementation of sustainable programs. 

This DE&I thought leader and program manager should have experience leading a DE&I programmatic effort. This program leader must be not only passionate about DE&I but also be able to impassion and inspire others, through knowledge, influence, education where needed and collaboration with leaders throughout the broader organization. This role will serve as the link between the contracted 3rd party DE&I firm and Unify to ensure the roadmap established is scalable and sustainable for the future.

Key Internal Efforts:

  • As a driver and influencer in the organization on matters of diversity and inclusion; coordination, and strategic planning for the design and implementation of programs in alignment with the company-wide platform to ensure diversity, equity and respect for all employees.
  • Establish and infuse diversity and inclusion as a core value throughout all aspects of the employee experience – Recruiting/ Hiring, Sales/ Consultant Matchmaking, Practice-Areas, Accounts, and internal teams.
  • Create and implement diversity-oriented programs and initiatives that further Unify’s overall diversity, equity, and inclusion strategy.
  • In partnership with Learning team develop trainings to build Unify’s muscle in cultural awareness and competency.
  • Promote an inclusive work environment by leveraging the firm-wide inclusion programs to create a greater sense of uniqueness and belonging.
  • Utilize a data-oriented approach to drive decisions and measure success.
  • As a program manager, this individual will maintain strong collaborative working relationships with key leaders throughout the company and with the D&I team.
  • Ensure compliance with applicable federal/state laws, policies, and procedures (e.g. Affirmative Action, Equal Opportunity, Americans with Disabilities Act, Section 504 of the Rehabilitation Act, etc.).

DE&I Practice Leadership
Serves as billable consultant within the Organizational Effectiveness practice with a national scope. 

Key responsibilities will include:

  • Build out the value proposition and DE&I service offering for the OE practice and Unify as a whole.
  • Develop and deliver internal sales education related to DE&I e.g. Triple Shot
  • Participate on client and prospect meetings with BD to explore needs and partner on solution development.
  • Thought leadership who can showcase expertise through authoring thought pieces to share with clients and outside the organization.
  • Develop and deliver on OE engagements with an expectation of 50% billable time.

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 (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, Equity & Inclusion – Program Coordinator
Memorial Healthcare System - Miramar, FL 
MHS s diversity, equity and inclusion focus aligns with our purpose: Deeper Caring, Smarter Healthcare. Our mission is to heal the body, mind and spirit of those we touch. As such, supporting our employees on the DEI journey is vital to our success. This role is focused on engaging employees, coordinating events and opportunities to be involved, and telling the story around our initiatives. In this role, every day you will have a chance to make a difference. The Diversity, Equity & Inclusion Program Coordinator will assist with building and supporting initiatives that promote diversity, equity, access, and inclusion by providing project and reporting support for our DEI program and initiatives under the direction of the DEI Director. This role will find meaningful avenues to support employee education and involvement, systems review, reporting, and communications to execute program objectives. As such, this role requires high attention to detail, critical thinking, exceptional stakeholder care, heightened awareness of organizational impact and ability to manage multiple priorities. And at the heart is the ability to connect, hear what isn t being said, and compassion to find a successful, inclusive path forward.

Detailed responsibilities:
• Creates and coordinates communication and distribution of resources with internal and external stakeholders in support of departmental activities.
• Supports development, reporting, and forecast of metrics for DEI program and activities. Will participate in quarterly and annual reporting requirements as needed.
• Occasionally works special events outside of normal business hours within MHS’s geographic footprint.
• Manages and responds to internal inquiries about DEI initiatives and activities.
• Coordinate implementation of DEI related programs, events and initiatives.
• Researches and stays abreast of trends, theories and practices related to individuals with Special Needs/ Disabilities.
• Manages standard practices as they relate to special needs.
• Designs, develops, delivers and evaluates training programs and initiatives that support diversity organizational goals and strategic objectives. Incorporates classroom, blended learning, eLearning, webinar and other training methodologies to meet the development needs of staff and leaders throughout the organization.
• Supervises interpreting and translation contracts and is the point person for quality improvement information.
• Evaluates, proposes and implements new technology as it becomes available to support individuals with disabilities.
• Performs other duties as assigned.

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



Lead Facilitator
Beyond Equality – Remote, London, Greater London, Manchester, Greater Manchester
Contract, Part-time, Variable working hours available

Beyond Equality works with men and boys towards gender equality, inclusive communities, and healthier relationships.We have had deep and transformative conversations with over 30,000 young men and boys about their lives and how they want to make positive changes for gender equality and better communities. 

We are recruiting a group of Lead Facilitators to set the bar for excellence in workshop facilitation, delivering engaging, challenging and creative workshops. Lead Facilitators will be hired and trained to deliver workshops to one or more of the following cohorts:

  • Young people in and out of school 
  • School teachers
  • University students 
  • Adults in workplaces

Duties and Responsibilities:
Workshop Delivery

  • Lead Facilitators will be recruited for delivery or co-delivery of specific workshops within specific projects: Schools (pupils), Schools (Teachers), Universities (Students) or Workplaces.

Feedback on Workshops

  • Standard feedback and other basic administration tasks are required after every workshop 
  • Separately, Lead Facilitators may be recruited to specific workshop development projects, requiring additional time, and will be compensated at a higher rate for this development work

Person Specification

  • Our dream Lead Facilitators can think creatively about how to reach people through facilitation, and is able to create spaces for people to navigate difficult conversations. We want someone who can work in a small team and complete tasks without close supervision. 


  • Demonstrated commitment to compassion
  • Commitment to anti-oppression work including anti-racism and gender justice work


  • Strong facilitation skills and the ability to create courageous spaces for individual and group reflections.
  • Capable of guiding people through new and challenging ideas in creative and engaging ways
  • Candidates must be willing and able to compassionately support volunteer facilitators – who they will sometimes work alongside – in their development.


  • Understand the importance of putting adequate time into preparing for a workshop in advance, and who can think on their feet. 
  • A working knowledge of gendered socialisation & stereotypes, social norms & group dynamics, power dynamics (particularly systems of privilege/oppression including race and class oppression), and Intersectional Feminism


  • Experience of facilitating group learning at a professional level
  • Experience of working with one or more of these audiences: boys aged 10-19; university students; teachers; professional staff and leaders in schools & universities; middle management in corporate settings; and student leaders at university. This can be experience facilitating, working or volunteering.
  • A working understanding of how the relevant institutions function in which they’ll be working
  • Experience working in anti-oppression, sexual violence prevention, masculinities or mental wellbeing
  • Delivered at least 20 workshops or similar interventions

Geographic Location:
Our School Pupils work is almost all in person, and will require Lead Facilitators to be based near the main centres of operations. Currently we are recruiting for Greater London and the NW of England. We will recruit for other areas in the future
Other roles will have some remote and some in person options, and will be open to other applicants

Communications & Engagements Manager, Global Diversity, Equity & Inclusion
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 Communications & Engagements Manager will help create, draft and edit a variety of communication materials for audiences inside and outside of the Conservancy. They will also develop and drive a robust strategy for the Chief Global Diversity, Equity & Inclusion Officer and team. The ideal candidate will be an exceptional writer with a passion for creating engaging content and managing and growing the Chief Global Diversity, Equity & Inclusion Officer’s presence internally and externally.


The Communications & Engagements Manager is responsible for external and internal communications on behalf of the Chief Global Diversity, Equity & Inclusion Officer. They write and edit a variety of materials that raise awareness of global diversity, equity and inclusion (GDEI) priorities at TNC among key audiences and further GDEI goals, including correspondence, social media, blogs, op-eds, speeches, talking points, and Q&As.

They also lead the Chief GDEI Officer’s media strategy, providing expert advice/direction, working with content experts, internal partners and key stakeholders, and developing and implementing tactics to raise his social media and internal profiles including Workplace and Connect. This includes staying up to date on social media trends and tools, creating and posting content, and devising strategies to increase engagement across all platforms. They work closely with other departments to leverage the Chief GDEI Officer’s voice and the Conservancy’s organizational DEI efforts across social media and other channels in support of the Conservancy's mission. Finally, this role will also oversee/ serve as project manager for TNC's Annual DEIJ report. 

The Communications & Engagements Manager reports to the Associate Director of Strategic Initiatives & operations, but also works and support the Chief GDEI Officer directly. They work collaboratively with internal communications, marketing, development, conservation, and government relations staff to develop and implement communication strategies that advance the organization's global agenda through a DEI lens. Specifically, this position will also work closely with the Associate Director of Internal Communications, in TNC’s Marketing & Communications Team, to help ensure internal communications are aligned with the GDEI vision.  They also provide editorial advice and expertise to other departments on the Chief GDEI Officer’s writing voice and style. Finally, they will actively support and advise Employee Resource Groups on their communication strategy and content, working closely with the GDEI Project Strategist.

The position requires exceptional attention to detail, the ability to write and edit quickly in the Chief GDEI Officer’s voice and style, synthesize complex information into clear and concise written products, and meet short deadlines.


  • Manage and serve as team lead on assigned communication, media, and/or engagement initiatives and field, process and respond to related requests.
  • Manage projects with several variables, set realistic deadlines, manage a timeline, and ensure accountability. Resolves complex issues independently within program area.
  • Provide recommendations and guidance regarding crisis communications.
  • Partner closely with Internal Communications Associate Director to provide guidance on DEI communications.
  • Work within scope of program goals.
  • Provide logistical support for GDEI team, including managing engagement tools such as Mentimeter and Easyretro.
  • They may develop presentations or other collateral as needed for the team.
  • May provide oversight for a key function of the team.
  • Work is diversified and may not always fall under established practices and guidelines.
  • Act independently within broad program goals to prioritize tasks in the absence of specific instructions and exercise independent judgement to identify and solve problems.

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/