Sr Director, Global Diversity and Inclusion

Catholic Relief Services
  • Location
    Baltimore, Maryland
  • Sector
    Non Profit
  • Experience
    Advanced
  • Posted
    May 11

Position description

Catholic Relief Services is the official international humanitarian agency of the Catholic community in the United States. CRS works to save, protect, and transform lives in need in more than 100 countries, without regard to race, religion or nationality. CRS’ relief and development work is accomplished through programs of emergency response, HIV, health, agriculture, education, microfinance and peace-building.

 

CRS has grown significantly in size over the past 10 years and the agency has established a global footprint which is both broad (over 100 countries) and deep (extending to community level, rural areas, and conflict zones).  CRS employs a global and diverse workforce of almost 7,000 people—most of them outside of the US—and has a yearly operating budget of approximately one billion dollars.

 

As a global organization, CRS has an incredibly diverse workforce, with an incredible mix of intellectual approaches, religions, races, ethnicities, languages, and socio-economic statuses.    We strive to make CRS an even more diverse and inclusive workplace that embraces each individual staff member’s unique background and experiences, celebrates our differences, and eliminates barriers to opportunity.

 

Job Summary

 

The Sr Director of Global Diversity and Inclusion provides agency-wide leadership to cultivate and champion a diverse, equitable and inclusive workplace culture among all CRS staff and locations. As a member of the Executive Advisory Committee (EAC), the Sr Director works closely with senior leaders from across the organization, soliciting and utilizing input from others to build a reasonable, realistic, meaningful, motivational, and sustainable approach to D&I.

 

As this is a newly created position, the Sr Director will be responsible for leading the design and implementation of frameworks, goals, metrics and assessments, including staff perceptions and feedback, that support a diverse and inclusive workplace. The Sr Director has primary responsibility for designing, developing, implementing and monitoring policies and programs regarding diversity and inclusion.  

 

The Sr Director ensures organization-wide awareness and the successful integration of diversity and inclusion concepts and culture throughout the organization, creates and maintains an environment that is sensitive to the various needs of a diverse workforce and creates a culture of diversity and inclusion throughout the agency.  The Sr Director will also be responsible for ensuring that CRS remains aware of and compliant with all federal and state government regulations and requirements regarding diversity and inclusion. The Sr Director is part of the EAC providing strategic and issue-based thought leadership to the CEO and agency executives. 

 

Roles and Key Responsibilities

  • In partnership with the EVP HR and Executive Leadership, develop and oversee the implementation of global D&I strategy and programs, in alignment with CRS’ overall mission and strategy.
  • In partnership with the EVP HR, set and monitor D&I metrics to ensure steady organizational progress against goals.
  • Serve as an internal consultant to senior managers on D&I related issues and concerns.
  • Supervise Diversity officer and oversee, monitor, and manage all US-based D&I compliance requirements, including an annual Affirmative Action Plan, ADA and other required reporting.
  • Oversee D&I champions throughout the agency and provide leadership and guidance to D&I committees and related affinity groups, helping them to prioritize and communicate actionable recommendations to management.
  • Collaborate with HR leaders to promote diverse and inclusive recruitment, selection, onboarding, retention and professional development strategies for staff across the CRS world.
  • Collaborate with HR leaders to conduct routine audits of performance evaluations, compensation and promotions ensuring fairness and equity.
  • Collaborate with CRS’ Community Relations to identify, develop, foster and maintain active partnerships with local community and civic groups to increase hiring and training from the surrounding neighborhood and increase the diversity of vendors.
  • Develop and implement culturally sensitive D&I related trainings with content and delivery mechanisms appropriate to different types and levels of employees.
  • Work with HR Managers and Business Partners to help mitigate and address issues related to D&I.
  • Ensure that there are regular updates and communications, including a dedicated web page to support D&I related communications and trainings.
  • Liaise with Country Program HR Managers to understand the diversity challenges facing the country programs and to help put processes in place to ensure CRS field offices are diverse and inclusive and in accordance with appropriate country-specific gender and minority goals.
  • Lead D&I-related education, communication and events to ensure that all staff understand D&I concepts and the value they bring to the organization.
  • Partner with HR Leadership to assess and ensure D&I integration into candidate outreach, recruiting and selection, onboarding, career development, supporting the agency goals of increasing national staff into leadership positions in country programs.
  • Monitor and report on D&I trends and network with peers in other NGOs and similar organizations to gain insight into issues and best practices.  
  • Manage a DI budget.
  • Influence and build sustainable relationships with people at every level of the organization to assist in the development and maintenance of the organization’s global D&I strategy

 

Travel – must be able/willing to travel the countries where CRS works (up to 4 or 5 trips per year).

 

Qualifications

     Demonstrated ability to set priorities, analyze data and think systematically   from both a detailed and a strategic perspective.

  • Ability to build consensus and trust at all levels of the organization, and     across diverse locations and cultures.
  • Strong meeting facilitation skills; preference for experience leading focus groups

Supervisory Responsibilities: Yes

Qualifications

Basic Qualifications

  • Master’s degree in a related / relevant field.
  • 15-20 years of relevant, progressively responsible experience with at least 5 years of experience at the executive level.
  • Preference for experience with and knowledge of employment law, D&I compliance requirements; managing US-based / Department of Labor Affirmative Action Plans.
  • Preference for demonstrated leadership in designing and implementing realistic and actionable D&I strategic initiatives, with proven record of success.
  • Extensive experience in partnering across multiple stakeholders and colleagues using exceptional judgment, diplomacy, and the ability to inspire and motivate change.
  • Preference for experience with the development, implementation and evaluation of D&I training programs.
  • Strong preference for experience working for a mission driven / global organization.
  • Demonstrated sensitivity to all forms of diversity and multiculturalism including, but not limited to: age, gender race, color and ethnicity, nationality and national origin, ancestry, religious affiliation and creed, socioeconomic status, political affiliation, physical and mental abilities, veteran and active armed service status 

Agency-wide Competencies (for all CRS Staff)  

These are rooted in the mission, values, and guiding principles of CRS and used by each staff member to fulfill his or her responsibilities and achieve the desired results.  

  • Integrity 
  • Continuous Improvement & Innovation
  • Builds Relationships 
  • Develops Talent
  • Strategic Mindset
  • Accountability & Stewardship

Application instructions

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