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Director of Diversity and Inclusion Carnegie Museums

Director of Diversity and Inclusion - Carnegie Museums of Pittsburgh

Position:

The DIRECTOR OF DIVERSITY AND INCLUSION plays a critical role in advancing Carnegie Museums of Pittsburgh (CMP)’s development as an inclusive institution that values diverse backgrounds, beliefs, talents, cultures, and capabilities. S/he is a passionate advocate for the organization’s engagement of diverse audiences and communities at the local, regional, national, and international levels. This position will collaborate with a wide range of individuals within all four Museums as well as with external constituents to develop and implement a diversity, inclusion, and accessibility action plan that builds on CMP’s existing diversity plan and serves as a scaffold for future strategies and tactics to achieve the organization’s aspirations. Fundamental to this plan will be a commitment to celebrating diversity in museum programming, attendance, and volunteer participation; maintaining a respectful and inclusive workplace; and advancing the organization’s involvement in regional and national conversations about diversity. The Director of Diversity and Inclusion also serves as a resource to all four Museums and CMP’s central administration with regard to diversity-related initiatives within specific areas.

To Apply:  Visit http://www.carnegiemuseums.org/opportunities.  Click on Search Jobs and Click on Apply within this job posting (Req #191).  It is encouraged that you upload your resume and cover letter (in one file) – detailing your specific and unique educational background and experiences that would promote your success.

EDUCATION AND EXPERIENCE: A bachelor’s degree is required along with a minimum of five years of related experience in developing and implementing strategies to advance diversity, inclusion, and accessibility, preferably in a museum, educational, or cultural organization. A master’s degree and background in arts, science, museum studies or other field relevant to the museums’ missions is preferred.

KNOWLEDGE, SKILLS, AND ABILITIES: Exceptional collaboration, presentation, facilitation, communication, and organizational skills are required, as is a nuanced appreciation of the goals of a mission-driven organization. Must be able to interact effectively with individuals from all levels within the organization and with those from diverse backgrounds. Flexibility and a high degree of personal initiative are essential, as is the ability to juggle multiple priorities simultaneously. Must be knowledgeable about best practices in making programming relevant, accessible, and visible to people from diverse backgrounds. Knowledge of and contacts with regional organizations representing diverse audiences is highly desirable. Experience working with volunteer leadership is a plus.

PHYSICAL REQUIREMENTS: The position requires some local travel, as well as flexibility to work on occasional evenings and weekends.

PRINCIPAL ACCOUNTABILITIES: 
Specific responsibilities of the Director of Diversity and Inclusion will include:

1) Review Existing Strategic Plans and Policies with regard to diversity, inclusion, and accessibility; work with stakeholders to integrate, update, and extend plans and policies; and support the dissemination of plans and policies, internally and externally. Responsible for Title III of the ADA for visitor-related matters;

2) Cultivate External Relationships that support, sustain, and inform diversity, inclusion, and accessibility efforts across CMP and communicate CMP’s commitment to these values to external constituents.
 - Proactively cultivate and foster relationships with community and civic groups to increase engagement from all demographic communities;
 - Work with the School District of Pittsburgh to align with its Equity: Getting to All plan, showing support for its student achievement/eliminating racial disparities initiatives and becoming a partner in student success;
 - Work with other school districts, universities, non-traditional school groups, and community centers to engage constituents;
 - Represent CMP in boards, advisory committees, and community initiatives concerning diversity, inclusion, and accessibility. Communicate recommendations, findings, and suggestions to appropriate in-house representatives to inform planning and decision-making.

3) Develop Internal Relationships and Processes that enhance and sustain diversity, inclusion, and accessibility efforts across CMP and further the organization’s commitment to best practices in these areas.
 - With leadership and staff, proactively contribute to efforts to broaden the reach of museum offerings and enrich their content by identifying opportunities for including culturally-responsive and accessible content and diverse viewpoints in exhibit, exhibition, program, and event planning and implementation;
 - Staff and contribute to CMP-wide diversity task forces, ad hoc committees, and similar initiatives;
 - Staff and contribute to the CMP-wide accessibility task force and similar initiatives.

4) Augment CMP-wide Marketing and Promotional Efforts to increase visibility of offerings and drive participation by diverse audiences.
 - Collaborate with relevant staff to ensure marketing and related collateral materials, PR, and social medial efforts demonstrate welcoming and inclusive messaging and communicate the organization’s commitment to diversity, inclusion, and accessibility;
 - Work with museum media relations representatives to maintain and build on media relationships established through initiatives such as the Teenie Harris Archive projects and RACE: Are We So Different? Contribute to such efforts, including acting as a spokesperson when appropriate;
 - Contribute to efforts to obtain feedback from current and potential museum users and analyze and disseminate data to form a continuous feedback loop for improving diversity, inclusion, and accessibility initiatives.

5) Augment HR’s Efforts to advance staff diversity, inclusion, and accessibility:
 - Work with HR staff and other to create and implement professional development offerings for staff such as in-service days, training, and guest speaker opportunities;
 - Make recommendations about ways to expand the pool of diverse applicants through targeted advertising, collaborations with relevant organizations, and other outreach;
 - Make recommendations for developing content on diversity, inclusion, and accessibility for new employee orientation;
 - Participate in specific search processes where relevant and as requested;
 - Work with staff and external constituents to develop opportunities for students and recent graduates to consider museums as career options;
 - Collaborate with HR to share mutually beneficial information.

6) Contribute to Fundraising Initiatives related to diversity, inclusion, and accessibility.
 - Meet regularly with museum and development staff to help identify potential fundraising opportunities;
 - Contribute to relevant grant applications and reports;
 - Support patron/donor cultivation and stewardship;
 - Manage centralized tracking, analysis, and reporting on CMP’s diversity, inclusion, and accessibility efforts.

7) Fulfill Other Responsibilities as directed.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: 

Pennsylvania Child Abuse History Clearance 

Pennsylvania State Police Criminal Record Check 

FBI Fingerprint Criminal Background Check 

Obtaining the required clearances is completed as part of the new hire process. 

Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity