Faculty and Staff Diversity Recruitment and Retention Specialist

Rank: Manager 1
Search Number: MC 21-012
Job Posted: 03/09/2022

 

Southern Connecticut State University is a diverse and student-centered university dedicated to academic excellence, access, and service for the public good. Founded as a teacher's college in 1893, Southern has evolved over the past century into a comprehensive public university of more than 8,000 students and aspires to be Connecticut's Social Justice and Anti-Racist University. The Division of Diversity, Equity, and Inclusion provides transformative institutional leadership and assistance in engaging and holding Southern members to create initiatives with measurable outcomes that will transform and dismantle systemic racism and oppressive hierarchies and build equitable communities that drive and measure progress across Southern. The division is seeking to hire the Faculty and Staff Diversity Recruitment and Retention Specialist.

Job Summary

The Faculty and Staff Diversity Recruitment and Retention Specialist is responsible for working with senior leaders, department chairs, search committees, and shared governance groups, to create and support a more diverse and supportive environment particularly for BIPOC communities.

Examples of Duties

The following examples of duties illustrate the general range of tasks assigned to the position but are not intended to define the limits of required duties. Other essential duties may be assigned consistent with the general scope of the position:

  • Performs professional duties for one or more assigned executives of a state university relating to affirmative action, contract compliance, diversity, and other employee/student/client rights protection programs to effectively promote, develop and support a culturally diverse community.
  • Work with senior leaders, department chairs, search committees, and shared governance groups, to create and support a more diverse and supportive environment particularly for BIPOC communities. Research and share information re: “best practices” around cluster hiring, mentorship programs, faculty exchange programs, pathways/pipelines discipline driven and other strategies from higher education institutions that have been effective in recruiting and retaining faculty and staff of color.
  • Create innovative pathways to strengthen institutional excellence by helping to recruit and support diverse faculty and staff. Recruit and participate as well as build relationships and partnerships at national fairs (e.g., PhD Project, SREB) to create pipelines for post-doctoral candidates to flow into tenured faculty positions.
  • Create and share institutional data and national availability data pertaining to the respective discipline, addressing ways that search committees can be more transparent, as well as addressing concepts of implicit bias.
  • Work closely and collaboratively with Human Resources, MRMC (Minority Recruitment and Mentoring Program, SUOAF-AFSCME) to increase as well as support the minority proportion of bargaining unit members to approximate the racial and ethnic diversity of the population of our state and nation more closely.
  • Based on current best practices, work with Department Chairs, Deans, Managers to help create innovative mentoring programs for newly appointed diverse employees. Work closely with HR to enhance the professional development of diverse employees during the first six (6) years of employment.
  • Create opportunities for discussions to take place about where a position is being advertised, exploring connections that faculty members may have at other institutions, rubrics used during the search process, etc., related to the recruitment effort, develop additional post-doctoral opportunities.
  • Increase faculty and staff of color retention efforts working with Human Resources, Faculty Development, MRMC, AAUP, the National Center for Faculty Development & Diversity (NCFDD), where faculty are encouraged to take advantage of the opportunities that this provides through the institutional membership.
  • Work closely with the Director for Inclusive and Restorative Justice Education and Development to increase deeper understanding for how to support a community of belonging for all employees.
  • Work closely with departments to create a toolkit and other resources for best practices to enhance diversity recruitment and retention of faculty and staff.
  • Collaborate and build relationships with the Greater New Haven community to identify local talent and create pathways for employment at Southern. Network to build a deep and viable diverse pool of applicants locally, statewide, nationally, and internationally.
  • Create benchmarks and measure success over time.
  • The aforementioned duties illustrate the general range of tasks assigned to the position but are not intended to define the limits of required duties.

Qualifications

Incumbents must possess proven ability to effectively work with a culturally, linguistically, and ethnically diverse faculty, staff, and student. They are expected to have excellent oral and written communication skills along with strong Information technology literacy skills such as Microsoft Office (Word, Excel, Outlook, Teams etc.) Incumbents are required to have demonstrated advanced knowledge and abilities in the following:

  • A Master’s degree is required, along with 5-7 years of professional experience in progressive advancement in leadership and project management, recruitment, particularly in higher education.
  •  A J.D. or terminal degree relevant to the duties of the position and/or real-world experience where one has had the opportunity to evidence the requisite leadership capabilities is preferred.

The Faculty and Staff Diversity Recruitment and Retention Specialist is required to have demonstrated knowledge and abilities in the following areas:

  • Familiar with current national research and trends for recruiting and retaining faculty and staff of color.
  • Experience with evidence nuanced and matured emotional and social intelligence capabilities as well as cultural humility and communication skills-nurturing cooperative relationships and fostering courageous conversations to unify the community around an enduring strategic vision for the dignity of all.
  • Strong communications skills (verbal and written), and organizational skills.
  • Strong data analysis and designing assessment tools to evaluate progress in the Division and overall institution.
  • The successful candidate will be a creative, thoughtful thinker and role model for equity, anti-racist and social justice, with knowledge of innovative emerging practices within the higher education context and demonstrable success in leading meaningful and accountable organizational change.

Application

To be considered, please submit a letter of interest, resume and contact information for three professional references to Kelvin Rutledge at rutledgek1@southernct.edu, no later than Thursday, April 14, 2022. The position will remain open until filled.

 

 

 

Southern Connecticut State University is an Affirmative Action/Equal Employment Opportunity Employer. The University seeks to enhance the diversity of its faculty and staff. People of color, women, veterans, and persons with disabilities are encouraged to apply.