The Chief Diversity Officer (CDO) is a critical new leadership position at the COMPANY National Accelerator Laboratory, reporting to the Lab Director. The CDO will lead the development of a comprehensive strategy to further COMPANY’s research mission through the development of a diverse workforce, and an inclusive lab culture that respects and values everyone.
As a critical member of the laboratory’s leadership team, the CDO will implement the strategy by setting clear goals and holding the team accountable. The CDO will supervise a program manager who implements and supports the Equity, Diversity & Inclusion (ED&I) strategy.
In this role, the CDO will represent the Laboratory, both internally and externally, in addressing ED&I opportunities. In developing and implementing the ED&I strategy, the CDO will work with the COMPANY Senior Management team, laboratory staff, in particular Employee Resource Groups, colleagues at Stanford University and peers at other labs across the U.S. Department of Energy (DOE) complex.
The CDO role calls for a leader with experience and expertise in ED & I, and who is inspiring, collaborative, results-driven, and fiscally responsible and serves in the best interests of the Laboratory community, Stanford University, and the DOE.
This is an exciting time to join COMPANY, whose mission is to explore how the universe works at the biggest, smallest, and fastest scales and invent powerful tools used by scientists around the globe. As a DOE national laboratory operated by Stanford University, our research helps solve real-world problems and advances the interests of our society.
Specific responsibilities include:
- Provide thought leadership, rooted in research, external insights and best practices, direction, advice, and counsel to senior leaders and/or Human Resources.
- Design long-term strategies and implementation plans for a more inclusive culture, increasing the representation and advancement of diverse talent, and ensuring equitable behaviors and outcomes.
- Enhance current and build new programs and processes to ultimately improve our diversity efforts related to talent attraction, onboarding, development, engagement, compensation, and retention.
- Update and educate key stakeholders on the local, national and global ED&I landscape. This includes staying well-informed of current and emerging issues to provide broad perspective and timely awareness across the organization.
- Build strong networks with lab leadership, Employee Resource Groups, COMPANY staff, Stanford, DOE, and external stakeholders to learn, educate and share best practices.
Implementation & Assessment
- Collaborate, consult and negotiate with senior leaders and key stakeholders to address and resolve critical issues, and develop and implement new policies and initiatives.
- Assess for bias and lead mitigation in hiring, development, promotion, compensation and equity practices.
- Define and deliver best-practice approaches to build pipelines for diverse talent.
- Lead the implementation of the diversity programs, tools and frameworks.
- Partner with HR to provide guidance for diversity training, outreach, hiring, and retention initiatives.
- Identify key performance indicators and analysis of ED&I data. Present institutional statistics for monitoring. Report data on performance to key stakeholders to drive decisions and action.
- Regularly measure, analyze, and assess and report on ED&I progress (engagement survey, demographic data, focus groups, etc.), highlighting areas of strength and areas of for further development, and identify action steps to improve areas of opportunity.
Build Inclusive Culture
- Develop new approaches for internal awareness, engagement, and accountability across the lab to embed ED&I objectives in our goals.
- Establish programs to help ensure we have a workplace that is welcoming to all and where all can be successful.
- Work with the COMPANY Communications team to develop a communications strategy that helps position ED&I as a fundamental part of the Lab’s culture.
Education and experience:
- Bachelor’s degree and 15 years of in-depth relevant professional experience, or combination of education and relevant experience at least 5 years of experience leading the diversity, equity, inclusion and belonging space.
- Proven track record of developing diversity and inclusion frameworks that connect to an organization’s mission and business strategy for growth and scalability.
- Deep understanding and strong application of the concepts related to diversity and inclusion, as well as organizational structures that impact the implementation and management of effective change efforts.
- Track record of driving systematic processes to implement effective change in an organization through a demonstrated understanding of applied behavioral science.
- Strong project/program management skills with a demonstrated effectiveness in the following: data analysis, interpersonal communication, consulting, facilitation, influencing and people leadership.
- Exceptional interpersonal skills and understanding of group dynamics. Successful track record of establishing credibility and trust with a diverse client group, including senior leaders.
- Demonstrated leadership skills and management courage.
- Demonstrated end-to-end experience in the development and execution of organization-wide initiatives.
- Strong analytical, critical thinking, creative problem solving, judgment, negotiating, influencing, and strategic decision making skills. Ability to maintain confidentiality, tact, and diplomacy.
- Excellent facilitation and oral and written communication skills; ability to prepare clear and concise reports and deliver formal presentations or training to senior management and other audiences.
In addition, preferred requirements include:
- An advanced degree preferred.
- Experience working in a university, federal agency, or national laboratory.
- A good working knowledge of issues of equity, diversity and inclusion specifically in STEM fields
- Experience with fiscal management and with budget formulation and program execution.
COMPANY manager competencies:
- Results through Others: Achieves expected results by effectively delegating and managing the work of others.
- Aligns Priorities: Ensures planning and prioritization of resources and work efforts; ensures alignment of direct and matrix reports to support organizational goals and business plans.
- Applies Lab Acumen: Maintains understanding of lab efforts and direction as well as current research and trends, considers technology and customer impacts, and contributes relevant, informed ideas to lab growth.
- Navigates Complexity: Demonstrates effective problem-solving and decision-making in complex situations; manages a multitude of information and circumstances to discern what is most important; takes appropriate action, even with conflicting data or in difficult situations.
- Communication: Ensures effective information flow to various audiences and creates and delivers clear, appropriate written, spoken, presented messages.
- Relationships: Builds relationships to foster trust, collaboration, and a positive climate to achieve common goals.
- Self-awareness: Seeks feedback from others and takes ownership of, and actions to address what is learned; recognizes impact on others and adjusts as needed; pursues continuous learning opportunities; implements a meaningful development plan.
- Team Effectiveness: Effectively motivates team members and fosters a diverse and collaborative environment; leverages individual members’ strengths for overall team effectiveness; incorporates insights to improve team operations.
- Purpose & Vision: Articulates a clear vision of expected outcomes; inspires others to execute work plans and feel a sense of purpose and ownership for the mission.
- Attracts & Develops Employee Talent: Plans for, attracts, and hires the right talent for current and future organizational needs; operates with a focus on growing internal talent through organizational and staff development; values and encourages continuous growth development through a blend of work experiences, coaching, and formal learning; aligns individual development with organizational needs and objectives.