• Diversity & Inclusion Leadership Role

    Location US-MA-Boston
    Job Posted Date 5 months ago(6/27/2018 11:54 AM)
    Job ID
    full time
  • Overview

    Located in Boston and the surrounding communities, Dana-Farber Cancer Institute brings together world renowned clinicians, innovative researchers and dedicated professionals, allies in the common mission of conquering cancer, HIV/AIDS and related diseases. Combining extremely talented people with the best technologies in a genuinely positive environment, we provide compassionate and comprehensive care to patients of all ages; we conduct research that advances treatment; we educate tomorrow's physician/researchers; we reach out to underserved members of our community; and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.



    Dana-Farber Cancer Institute (DFCI)’s Diversity and Inclusion (D&I) strategy and initiatives are key components of DFCI’s long-range strategic plan “to support, grow, and achieve our mission of providing care and innovative research that is inclusive to all.”  This newly created position will:

    1. Lead the implementation of a DFCI Diversity and Inclusion (D&I) roadmap, adjusting strategy as necessary, building organizational accountability through systems, structure, and processes.  Cultivate learning environments that encourage and support an inclusive and diverse culture.
    2. Own, shape, and sustain a cohesive employee engagement strategy across all levels of the organization, including surveying, documenting, and measuring improvements in the talent life-cycle.
    3. Build effective collaborations and partnerships with critical internal functions, as well as community leaders/external organizations, to ensure goals and objectives of the D&I work are understood and to achieve broad engagement of effort.
    4. Leverage opportunities that connect D&I efforts for our workforce to DFCI’s patient experience.
    5. Serve as the internal subject matter expert, consultant, and trainer at DFCI on issues related to diversity, inclusion, equality, etc. 

    This position will work closely with managers, leaders, faculty, and staff across the entire institute to create initiatives and deliver programs designed to foster a culture of belonging, inclusion and engagement at all levels of the organization.  This role will report directly to the Chief People and Culture Officer, with a matrix relationship to the Vice President of Faculty Development (Office of Faculty Development).  In addition, this position will have regular access to executive leadership, including Dana-Farber’s President and CEO.

    Primary Responsibilities

    1. D&I Strategy Execution
    • Leads the execution of a multi-year D&I strategy and plan, developing programs, policies, and practices that will attract, develop and retain a diverse workforce as well as foster an environment of inclusion at DFCI.
    • Oversees the implementation of all related strategic initiatives for all areas involved in D&I efforts and initiatives, including setting and tracking goals, creating timelines, and measuring impact.
    • Partners/consults with Human Resources and other department leadership/management to advance diversity and inclusion strategies, programs and policies to attract, develop and secure necessary pipeline programs, develop and retain a diverse workforce, and foster an environment of inclusion.
    • Ensures an integrated alignment of D&I strategy with DFCI’s broader strategic plans and business objectives across DFCI and its affiliates.
    • Creates an annual business plan and strategy that outlines recruiting, learning & development and retention goals/objectives, activities, and key metrics.
    • Develops and monitors diversity metrics and reports on results against goals to leadership and at appropriate forums for managers, faculty and staff.
    • Works collaboratively with faculty leaders responsible for supporting and improving faculty diversity and inclusion efforts.


    1.  D&I Program Design, Implementation, and Evaluation
    • Leads, along with DFCI management, in building a more inclusive environment through partnership with HR, guiding and collaborating with executive sponsors and Employee Resources Groups (ERGs), and providing guidance on programs and activities directly tied to DFCI’s strategic plan and goals.
    • Oversees and supports Institute-sponsored ERGs to align their efforts with D&I strategy and overall business objective.  Develops consistent objectives across ERGs. Approves budget, goals, and priorities for ERGs.
    • Acts on analytic assessments of data from Faculty and Staff Engagement surveys and related surveys.
    • Directs diversity-related internal and external communications, liaising with enterprise departments (Communications, Marketing, etc) to ensure alignment in messaging and determining most effective platform for communications including digital/social media.
    • Regularly integrates best practices from the field into D&I planning across the enterprise
    • Identifies and manages relationships with external partnerships and key diversity organizations to support D&I program goals.
    • Determines the need of internal/external councils and groups to support D&I strategy and business objectives, prioritizing initiatives and resources.
    1. D&I Consulting and Training Services
    • Provides strategic advice and counsel, and supports goals discussions with DFCI’s senior leadership on diversity-related issues.
    • Consults and partners with HR Business Partners to develop and integrate diversity goals and strategies into all business planning processes and practices, particularly the areas of recruitment and retention of underrepresented groups.
    • Partners with Learning and Organizational Development (L&OD) to implement programs for engagement and inclusion.
    • Facilitates trainings, dialogues and focus groups where necessary to support diversity and talent management initiatives.
    • Counsels and coaches on issues related to equality and inclusion and in efforts to improve micro-climates that require deeper interventions or consultations.
    • Participates actively in vetting annual Affirmative Action.
    1. Workplace Experience
    • Partners annually with the business and HR colleagues to develop and execute strategies around people engagement, wellbeing, and overall experience strategy across the organization
    • Designs, deploys, and oversees the engagement program, including vendor selection, survey content, administration methodologies, statistical reporting, and action planning.
    • Refreshes D&I business case based on key business drivers and the developing role of DFCI engagement.
    • Creates tools and resources to enable managers to understand and use employee feedback data to identify key drivers of engagement and develop effective action plans aligned to the needs of the business.
    • Designs and deploys innovative resources and tools to embed an inclusive culture across all populations using leading practices and data.
    • Engages with “owners” of the Talent Management processes and other leaders to understand the current state and enhance the holistic experience, making improvements that enable the desired inclusive culture.
    • Coordinates with existing faculty efforts around recruitment, development and support, as necessary
    1. External Focus
    • On an ongoing basis, stays abreast of current D&I and workplace experience best practices through industry field research and relationships with experts in the field.
    • Identifies, develops, and manages key external relationships with individuals and organizations working in D&I on behalf of DFCI.
    • Represents DFCI at conferences, industry events, etc. to promote DFCI as a D&I employer – collaborating with others throughout DFCI to serve as ambassadors for this work and for pipeline development.
    1. Team & Budget Management
    • Directly supervises core team and works extensively with others in an indirect capacity.
    • Develops and manages D&I annual budget and associated business plan.
    • Provides leadership and direction for DFCI ERGs including allocation of financial resources.


    Position Requirements


    Demonstrated success in building and implementing comprehensive organization-wide D&I strategies in large, complex organizations with proven results.  Along with an entrepreneurial spirit, they will also have:

    • Experience within healthcare and patient-centric organizations, particularly in an academic/research environment preferred.  
    • Ability to influence with and without authority to execute on the plan while building relationships
    • 10+ years’ experience in progressive roles in business strategy execution, and/or D&I/Culture and Engagement.
    • Master’s level plus or equivalent experience, preferably in academia, research, management or organization/leadership consulting.
    • Knowledge of HR processes and functions.
    • Relevant Diversity and Inclusion practitioner certifications preferred.

    Required Knowledge, Skills, and Abilities

    • Possesses broad business acumen, credibility as an influential business leader with the ability to drive and achieve business results.
    • Strong leadership qualities and skills required: Collaborative, Team Oriented, People Developer, Committed to Integrity, Respectful of confidential information, Creative problem solving, Highly proficient in change management.
    • Experience in building critical collaborations, internal alliances, and long-term partnerships both inside complex, matrixed organizations as well as externally with communities and business leaders.
    • Proven organizational, financial and analytical skills, including strong time management, results-orientation, budget development, and cost management.
    • Ability to measure and evaluate program/project outcomes against planned goals.
    • Proven experience successfully planning developing, and managing multiple, complex and competing activities.
    • Excellent oral and written communication skills are essential. Strong public speaking skills, group facilitation skills and executive presence required.
    • Able to leverage a broad external and internal network of relevant subject manager experts.
    • Ability to develop creative solutions that address relevant business needs and support the culture and environment of a highly matrixed organization.
    • Flexibility and adaptability to shifting priorities and/or organizational needs.
    • Ability to lead and coach organizations through times of transition and change.
    • Training and facilitation skills to create, implement and lead training programs that develop needed skills.


    Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other groups as protected by law.



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