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Chief Equity and Inclusion Officer

Silver Spring, MD, USA | Global Communities

  • Industry:
    Non-Profit / Social Enterprise
  • Position Type:
  • Functions:
    General Management
  • Experience:
    10-12 years
Job Description:
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The Chief Equity and Inclusion Officer will provide strategic and innovative leadership to develop and implement an integrated Diversity Diversity, Equity & Inclusion (DE&I) strategy and roadmap that supports the organization’s strategic priority to advance Diversity, Equity and Inclusion in the 2022-2024 strategic plan and the commitment to becoming a pro-equity organization. The Chief will work collaboratively with key stakeholders to ensure that a diversity, equity, and inclusion lens and strategies are applied and integrated into our recruitment and retention practices, organizational learning agendas, programs, policies, and procedures. The role will work closely with the CEO, the President and the Executive Team to ensure an integrated approach of DE&I principles and actions and that DE&I strategies are responsive to and reflective of our global context. The Chief will work to develop, monitor, and report on actionable and measurable DEI objectives, strategies, and key metrics and to incorporate DE&I trainings, learnings and competencies into the organization’s learning agenda and performance management processes.

This role will also manage all activities and aspects of a Diversity, Equity, and Inclusion Council; and provide guidance and support to Employee Resource Groups to ensure an inclusive climate that reflects our organizational values. They will serve as an institutional resource in key areas of importance such as racial equity, intercultural competency, gender equality, disability inclusion, adolescent/youth inclusion, sexual orientation, ethnic and religious tolerance, gender identity and expression, safeguarding and protection, localization and decentralization, and inclusive development.


Responsibility Area Strategy Development and Realization

Lead and implement action plans for strategic priority to Advance Equity and Inclusion throughout our organization and in our work.

Ensure the utilization of DE&I goals and metrics for optimal applied learning and organizational performance in coordination with the Office of Strategic Information, Innovation and Learning.

Collaborate with functional areas across the organization in developing proactive, integrative, and intersectional strategies, approaches and multi-year plans to successfully achieve inclusion, diversity and equity goals, objectives, and outcomes.

Collaborate with relevant departments and the Chief Financial Officer to ensure allocation of financial and human resources to support the advancement of DE&I outcomes across the organization.

Serve as a member of the executive leadership team, providing guidance and advice to the CEO, President and the leadership team and as a change agent, leading diversity and inclusion efforts in partnership with executive leadership team, staff and the Diversity, Equity and Inclusion Council.

Collaborate with CEO, President and Global Communities Board Chair to ensure appropriate engagement with Board committees and leadership on issues related to organizational governance and DE&I.

Consult with and advise the senior leadership and the CEO and the President to facilitate an organization-wide shared vision of dismantling institutional racism and oppression that may be present in Global Communities and reporting on the progress of inclusion and equity strategies and goals.

Collaborate with senior technical and resource mobilization leadership at headquarters and in the field, and with the Communications Department, on the design and implementation of thought leadership and external visibility and positioning strategies related to Global Communities’ DE&I efforts.

Responsibility Area Talent Acquisition and Retention/Organizational Development

In cooperation with the VP of People and Culture, develop inclusive talent acquisition and retention and performance management policies, practices, and procedures; design, develop, and implement organizational dashboard reports, workflow metrics, and analysis to identify historical trends, roadblocks and challenges, and optimal opportunities for positive change.

Partner with People and Culture to develop and enhance assessment tools on all forms of institutional oppression as well as lessons learned and opportunities for solutions that can be shared and brought to greater scale.

In coordination with People and Culture provide leadership to ensure that prospective and approved Global Communities employee affinity groups are supported to maximize their contributions to organizational goals and objectives.

Conduct ongoing assessments to drive action planning, reporting and implementation to enhance the employee experience and leadership effectiveness.

Responsibility Area DE&I Initiatives Support, Organizational Learning and Thought Leadership

Convene and facilitate Diversity, Equity, and Inclusion Council and all other DE&I related committees and subcommittees, and track and coordinate all committee activities.

Represent Global Communities at external work groups working on DE&I issues, for example, Interaction and Humentum.

In collaboration with People and Culture, facilitate and manage complex situations; create safe spaces for discussion and learning on a variety of issues relating to DE&I.

In collaboration with the Senior Learning Advisor and OSIIL create and deliver learning and capacity-strengthening opportunities for Global Communities staff, local partners and board around DE&I, institutional and structural racism/oppression, colonialism, gender justice and feminism, and other relevant and important DE&I topics.

Responsibility Area Proposal and Program Design support

Work with VPs of Technical Leadership and Support and Strategic Growth and Partnership to ensure program designs and funding sources reflect the DE&I principles of the organization.


Travel both domestic and international may be required up to approximately 10% annually.

Inspirational leader who will embrace bold, meaningful, and systemic change.

Aptitude to diagnose key issues and develop cogent strategies and plans.

Superior change management capabilities with effective relationship building skills across the organization.

Strong ability to adapt to changing dynamics.

Strategic thinking and decision-making skills, strong analytical and problem-solving skills are essential.

Ability to articulate vision and direction, communicate effectively and manage and measure team performance and accountability.

Working knowledge of principles involved in cross -cultural communication and intercultural competencies.

Knowledge, Skills and Abilities

Demonstrated depth of understanding of the US and international issues of diversity and inclusion and experience with implementing organizational transformation activities.

Possesses knowledge of programs, policies and best practices that ensure equity.

and achievement of organizational DE&I objectives in several human resources areas, including but not limited to recruiting and retention, succession planning, training &development, and performance management.

Understands applicable laws, regulations, and government requirements and their impact on the organization and the industry.

Direct work experience with issues of cultural differences, gender equity, religious tolerance, structural racism, agism, gender identity and expression, ethnicity, sexual orientation, and disability. Demonstrated sensitivity to these issues.

Demonstrated ability to exercise discretion; set and maintain standards for confidentiality, apply policies with consistency, use creativity in problem solving; ability to integrate information and use sound judgment and retain a positive outlook under pressure.

A track record of partnering & influencing with, and serving as a strategic partner to, all levels and functions of a global company, including the CEO, President, VP of People and Culture, and other executive leaders.

Demonstrated ability to work and communicate with diverse staff and be sensitive to their work needs.

Demonstrated ability to clearly convey information and ideas both verbally and in writing. Resiliency, flexibility, and the capacity to be effective, maintain productivity, keep focus on results, and use sound judgment are required attributes.

Demonstrated ability in assessing staff development needs and implementing training solutions as needed. Evaluate effectiveness and integrate in lessons learned for future staff training.

Understands the basic tenets and workings of compensation and benefits programs, policies, and best practices.

Possesses knowledge of programs, policies and best practices that ensure equity and achievement of organizational DE&I objectives in several human resources areas, including but not limited to recruiting and retention, succession planning, training &development, and performance management.

Understands applicable laws, regulations, and government requirements and their impact on the organization and the industry.


Bachelor’s Degree; Master’s preferred.

Minimum of 10 years of professional experience, which includes at least 5 years of leading and implementing diversity and inclusion programs in complex global organizations.

Must have U.S. work authorization.


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