Assistant, Associate or Professor of Medicine and Assistant or Associate Dean for Diversity, Equity and Inclusion

Updated: about 13 hours ago
Location: Salt Lake City, UTAH
Deadline: 29 Oct 2020

The University of Central Florida (UCF) College of Medicine (COM) is seeking applicants for a non-tenure earning, multi-year or tenure-earning or tenured faculty member to serve as the next assistant or associate dean for Diversity, Equity, and Inclusion (AD-DEI). The AD-DEI will lead the COM Office of Diversity, Equity and Inclusion devising a strategy to create an environment that recognizes and celebrates diverse perspectives and experiences. Reporting to the dean of the COM, and as a member of the College Enterprise Leadership team, the AD-DEI will develop, implement and track progress against strategic internal and external DEI goals. The COM Council for DEI is a forum comprised of faculty, students and staff that serves as a college-wide resource to advance diversity and inclusion throughout the college. The AD-DEI will work closely with this group, as chair, to strategically maximize its impact.

The UCF College of Medicine is an innovative and forward-looking medical school with a culture of collaboration and partnerships. The College of Medicine is rapidly growing new programs across all missions: education, research, clinical care, and community service. As a part of a growing “Medical City” dedicated to innovation in health and wellness, the College of Medicine aspires to become an extraordinary research-based institution training physicians and scientists of the future who will become leaders in medicine, scholars in science, innovators in medical technology and compassionate providers of health care.

The next AD-DEI of UCF-COM will have the opportunity to lead our institution and be a true transformational leader. We are seeking candidates who are able to demonstrate the following behavioral, personal and organizational traits.

1.       UCF seeks a leader who manifests the following behavioraltraits:

     a.  The ability to communicate a clear and compelling vision for equity, diversity and 

                 inclusion practices, policies, and culture for the COM and the Academic Health

                 Sciences Campus (AHSC).

     b.  Understands and models best practices related to minority relations.

      c. Demonstrates evidence of care and respect for students, patients and colleagues,

                 with a passion for and commitment to diversity, equity, and inclusion across the

                 campus.

     d. Exhibits clear mentorship for faculty and staff alike.

     e.  Maintains a clear focus on student success and the ability to include and value

                student input.

2.       The following personal skills will be critical to our next leader:

     a.  A demonstrated high level of integrity and capacity to build the work related to

                programmatic development, recruitment and retention of underrepresented

                minorities (URM) across our stakeholder categories.

     b.  Dedication to and understanding of graduate and professional education and the

                experiences of minority students in higher education. A prior record of URM program

                development and leadership will be an advantage.

      c. A ready willingness to consider others’ opinions and to work collaboratively with

                highly engaged teams will be important.

     d. Actively seeks connections and solutions that can assure programmatic success and

                adopts a pro-active role in advocating for diversity as well as equity for minority

                groups.

     e.  A motivational and supportive leadership style capable of providing empowerment

                and professional development resources to COM Office of Diversity, Equity, and

                Inclusion staff.

      f. Expertise to serve as an advisor and thought leader on diversity and inclusion and

                equity issues with an ability to mediate important conversations within the COM

                community.

3.       The position will require that the next AD-DEI understand the organization and context of a large metropolitan research university, and the following will be recommended:

     a.  The COM/AHSC presents a broad range of opportunities to our learners and the

                AD-DEI will work with other AHSC leaders, the associate dean of Students of the

                COM, the director of the Burnett School of Biomedical Sciences and others to lead

                development pipelines, recruitment and retention in accordance with our stated goals

                and LCME licensure requirements. The AD-DEI must use metrics to critically assess

                success of programs.

     b.  The ability to lead and interact with university and community partners will require

                 the leader to access different leadership styles based on the context of the

                 interaction. The AD-DEI will serve as a DEI subject matter expert within the COM

                 and as a representative to the university. The AD-DEI will promote and assist other

                 AHSC and university groups working to address social and racial inequities. Direct

                 community engagement will be expected to ensure success of programs.

      c. Prior experience with the creation of developmental and empowering opportunities

                for students, staff, residents, and faculty will be advantageous. The AD-DEI must

                have awareness of existing successful inclusion models being used in higher

                education and a willingness to implement them.

     d. Development of effective pipeline programs with the goal of providing pertinent

                education and exposure of pre-college students comprising underrepresented

                minorities to the biomedical sciences and/or healthcare fields and experience with

                Liaison Committee on Medical Education (LCME) accreditation standards.


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