At UBC, we believe that attracting and sustaining a diverse workforce is key to the successful pursuit of excellence in research, innovation, and learning for all faculty, staff, and students. Our commitment to employment equity helps achieve inclusion and fairness, brings rich diversity to UBC as a workplace, and creates the necessary conditions for a rewarding career.
UBC is committed to fostering equitable and inclusive learning and working environments in which human rights are respected, where all members of the UBC community are treated fairly and with dignity, and where the rich diversity of UBC students, faculty, and staff have equal opportunity to participate in the life and work of the university.
UBC’s Strategic Equity and Anti-Racism (StEAR) Framework is a community-engaged, data-informed, action-oriented, and accountability-driven tool for the planning, implementation, and evaluation of priorities articulated in the Inclusion Action Plan (IAP), Employment Equity Plan, EDI CRC Action Plan, Antiracism and Inclusive Excellence (ARIE) Report, Trans, Two-Spirit and Gender Diversity (T2SGD) Report, EDI Dimensions Action Plan, and forthcoming Accessibility Plan. The StEAR Framework was developed to align, unify, and mobilize the systematic planning, implementation, and evaluation of priorities through a consolidated Roadmap for Change.
The Associate Director, Institutional Initiatives Planning & Evaluation oversees a team of Project Managers/Coordinators and works collaboratively with EIO Strategists and unit-level Equity Leads representing Faculties and Executive Portfolios to enable pan-institutional implementation of UBC’s StEAR Framework and Roadmap for Change. They will manage the implementation structures and processes established to advance UBC’s StEAR priorities and contribute thought leadership to the development of related implementation budgets, progress reporting mechanism, and communication plans. They will deploy Project Managers/Coordinators to enable the smooth functioning of Advisory Committees, Implementation Teams, Communities of Practice, and Networks established and supported by the Equity & Inclusion Office to advance equity and anti-racism priorities and goals.
The Associate Director reports to the Director, Institutional Initiatives Planning & Evaluation and will be delegated to act on their behalf in their absence.
- Works with the Director, Institutional Initiatives Planning & Evaluation to identify and assess needs, and to plan and develop actionable and sustainable organizational change strategies to action StEAR priorities.
- Leads and facilitates collaborative processes with academic and administrative partners to develop, implement, and evaluate diversity and inclusion plans, approaches, and projects.
- In collaboration with relevant groups and initiatives, identifies opportunities for advancement, training, and development of skills, resources, or materials that enhance or strengthen the ability to implement.
- Contributes to strategic planning, goal setting, change initiatives, development of documents framing best practices, standards, processes, and resources to enable the advancement of institutional equity and anti-racism priorities.
- Works in partnership with the Data, Analysis, Reporting, and Evaluation (DARE) team to leverage data, develop reporting mechanisms, and evaluate progress.
- Provides regular progress reports on implementation, including the provision of success metrics and tangible outputs and outcomes.
- Oversees and deploys a team of Project Managers/Coordinators who lead the development of project implementation plans in support of UBC’s StEAR Roadmap for Change
- Works collaboratively with EIO Strategists and unit-level Equity Leads representing Faculties and Executive Portfolios to enable the pan-institutional implementation of UBC’s Roadmap for Change and unit-level equity and anti-racism plans.
- Manages the implementation structures and processes established to advance UBC’s StEAR priorities, including Advisory Committees, Implementation Teams, Communities of Practice, and Networks
- Contributes thought leadership to the development of related implementation budgets, progress reporting mechanism, and communication plans.
- Works collaboratively with other members of the EIO to advance UBC’s commitment to equity, inclusion, anti-racism, and decolonization.
- Contributes to the development of annual reports such as the Employment Equity Report and updating of the Employment Equity Plan.
- Identifies and works to mitigate risk factors that could impact the successful implementation of change efforts.
- Takes a proactive and strategic approach to assist in shifting culture through policies, programs, and procedures.
- Develops and assists with special projects and initiatives within the EIO as required.
- Builds and maintains collaborative relationships with students, staff, faculty, leadership, departments, and community representatives involved in projects.
- Supports project management, planning, facilitation, and evaluation for EIO initiatives.
- Prepares resources, reports, publications, and other written work as required by the EIO.
- Performs other responsibilities and related duties as required.
- Occasional travel to UBC Okanagan may be necessary.
- As required, acts on behalf of the Director, Institutional Initiatives Planning & Evaluation in their absence.
Consequence of Error/Judgement
Errors in judgment may have negative consequences and cause deterioration to faculty, staff, and student relations and impact negatively the EIO reputation. Decisions have an impact on the development of relationships both within the university and in external communities, as well as affect the credibility of the priorities and programs, and hence the success of these initiatives, university, and community-wide.
This position requires knowledge of communication and consultation processes and protocols in working with diverse faculty, staff, students, and communities. A lack of familiarity and understanding of equity and anti-racism could result in negative relationships and outcomes.
The Associate Director reports to the Director, Institutional Initiatives Planning & Evaluation, Equity & Inclusion Office.
Oversees a team of three to four Project Managers/Coordinators responsible for enabling the implementation of strategic equity and anti-racist initiatives of varying scope and nature. May be delegated to chair or facilitate advisory committees, implementation teams, communities of practice, or networks involving faculty, students, and staff. May supervise students.
Undergraduate degree in a relevant discipline. Minimum of seven years of related experience, or the equivalent combination of education and experience.
- A Master's degree in a relevant discipline (e.g., higher education/education, public administration, critical/cultural studies) is preferred.
- Demonstrated understanding of equity and anti-racism and how to integrate an equity and anti-racism lens at both the individual and systems change levels.
- Demonstrates a strong sense of self and identity; keen awareness of positionality, power and privilege; and ability to self-reflect to bring own actions in alignment with commitments.
- Experience in developing strategic engagement processes and developing strategic plans is required.
- Demonstrated ability to lead system-wide organizational change strategies for implementation and adoption.
- Ability to analyze problems, identify key information and issues, and effectively resolve them.
- Demonstrated project management skills with the ability to prioritize and work effectively under pressure to meet multiple deadlines.
- Proven experience and demonstrated knowledge in the assessment of policies, processes and programs, implementation, and facilitation of projects and programs related to equity and anti-racism, preferably in a university setting.
- Experience working exceptionally collaboratively and with cross-functional teams and multiple stakeholders in the implementation of complex strategic initiatives, processes and programs.
- Demonstrated outstanding oral and written communication skills, facilitation skills, analytical thinking skills, and the ability to build rapport with staff, students, faculty, and community partners.
- Ability to communicate well in a diverse environment.
- Adapts easily in a continually changing environment and positively influences others to adapt.
- Familiarity with the university setting, other large institutions, and local knowledge of the UBC context is an asset.