If interested in this position, please visit www.mghcareers.org and apply for JOB ID# 3075625
Massachusetts General Hospital/Physician Organization
Vice President, Diversity, Equity & Inclusion
Diversity is the richness of human differences. Inclusion is when everyone is valued, engaged, and feels connected. At Massachusetts General Hospital, we believe that because of diversity we will excel; through inclusion we will respect; focused on equity we will serve, heal, educate and innovate.
The Massachusetts General Hospital/Physician Organization (MGH/PO) seeks a dynamic and accomplished leader to serve as its Vice President, Diversity, Equity & Inclusion. This is an important opportunity at one of the preeminent, vibrant, respected and progressive academic health systems in the country.
The MGH delivers exceptional care grounded in leading-edge research, advanced treatment offerings and the latest clinical trials. The hospital is the largest teaching hospital of Harvard Medical School, has the largest hospital-based research enterprise in the U.S. and is consistently ranked among America’s top hospitals by U.S. News & World Report.
Under the direction of the Chief Medical Officer (CMO) and Chief Nursing Officer (CNO), the Vice President, Diversity, Equity and Inclusion (VP, DEI) will provide vision, leadership, oversight and management of the institutional diversity, inclusion and equity (D&I) program of the Massachusetts General Hospital (MGH) and Massachusetts General Physicians Organization (MGPO) as well as collaborate with organizations within the MGH family and across the Partners HealthCare System on D&I initiatives and activities.
In this new MGH senior-level management role the VP, DEI will be responsible for creating an innovative and transformational vision for D&I at MGH, leading D&I strategy development and execution, facilitating collaboration and coordination among established D&I related programs and initiatives, routinely assessing performance and progress toward institutional D&I goals, effectively communicating on topics of diversity, inclusion and equity to internal and external audiences and overseeing institutional D&I funding.
In addition to strong leadership and organizational skills a successful candidate will demonstrate cultural flexibility, comfort in building relationships of trust with the various communities and constituencies that comprise the hospital and the healthcare system and skill in navigating a complex landscape.
PRINCIPAL DUTIES AND RESPONSIBILITIES
Create an innovative and transformational vision for D&I at MGH
Establish a formal and organized effort to oversee, manage and support of the overarching D&I strategy and programs across the institution.
Co-chair and provide operational management of the MGH/MGPO D&I committee. Participate and lead associated subcommittees as appropriate.
Assume an active and regular role as a member of ECOR (Executive Committee on Research), ECOTE (Executive Committee on Teaching and Education), ECOCH (Executive Committee on Community Health) and GEC (General Executive Committee). Identify and facilitate dialogue on issues of strategic importance to each respective committee.
Act as a subject matter expert on relevant Board of Trustees subcommittees (Personnel Practices, Quality, Community Health, etc).
Provide guidance and support to departments and programs regarding their D&I goals and initiatives.
Advise, support and collaborate with members of senior leadership on issues related to diversity, inclusion and equity.
Stay abreast of best practices and current trends in diversity and inclusion and use that knowledge to inform program and policy development work.
Actively participate in senior-level committees and forums internally and at the Partners level.
Work in close collaboration with the Partners Chief Diversity and Inclusion Officer to coordinate and align D&I efforts across the system, lead local implementation for system D&I goals and share resources as appropriate.
Serve as a resource and point of contact to other organizations within the MGH family on topics of diversity, inclusion and equity.
Create a process for ongoing evaluation of institutional structures, policies and procedures to identify those that unknowingly promulgate inequity, bias and/or inhibit progress toward D&I goals. Develop interventions to mitigate once identified.
Assess for measurable gaps in D&I programming and implement new initiatives needed to address them.
Work to build and promote diversity, inclusion and equity work/research as an academic field of study.
Development and Execution of D&I Strategy
Oversee implementation of the recently approved institution-wide D&I strategic plan:
Work with priority tactic owners to support and assess implementation of their initiatives. Ensure initiatives are being implemented as intended.
Lead implementation of priority tactics as identified by hospital leadership.
With guidance from the D&I committee and other key stakeholders continually re-assess, prioritize and implement strategies and tactics to achieve institutional D&I goals, evolve with the changing environment and elevate MGH’s D&I outcomes, ensuring that MGH becomes a leader in healthcare D&I innovation.
Work to achieve alignment with system-wide D&I strategies where applicable.
Facilitate Collaboration and Coordination Among Established MGH D&I Programs and Initiatives
Serve as convener - provide regular opportunities for D&I leaders and subject matter experts to come together for information sharing, collaboration on projects and initiatives, etc. Make it easier operationally for people to collaborate, stay connected and aligned.
Work to decrease duplicative work between groups, identify efficiencies/economies of scale.
Serve as the adjudicator on key decisions/institutional voice where there is a difference of opinion to help move things forward.
Ensure priorities of disparate groups are aligned with institutional D&I priorities and contributing most effectively to achieving overarching goals.
Oversight of D&I Funding and Resources
Track overall institutional spend/investment/budget for diversity, inclusion and equity programming. Provide input into effective allocation of resources.
Work to expand pipeline of external funding sources for diversity, inclusion and equity work such as grants, awards and philanthropy.
Oversee department budget and allocation of D&I strategic implementation funds across the institution.
Develop an internal and external communications approach to ensure the MGH community is informed of institutional D&I activities and is better prepared when reactive communication is required.
In partnership with key D&I content experts and communications subject matter experts, develop and/or advise on content, messaging and dissemination via myriad formats/vehicles at appropriate frequency.
Work with various communication-related departments to promote the work of D&I to internal and external audiences.
Lead D&I communications groups such as the D&I Rapid Response Team.
Leverage system-level communication channels and resources as applicable.
• External Communications
Work to ensure MGH is viewed externally as a provider of choice, an employer of choice and a leader in improving equity, diversity and inclusion in the broader community both locally and nationally.
Serve as a key institutional voice and face on D&I issues externally.
Assessment, Measurement & Accountability
Develop systems, processes and tools to assess effectiveness of D&I programs and initiatives and progress toward our D&I targets and goals. Leverage information and work with leadership to course correct as necessary.
Create effective communication mechanism to facilitate feedback on program effectiveness and progress toward D&I goals to appropriate audiences (program management, initiative leads, hospital leaders, etc.)
In close collaboration with Partners D&I, share information across Partners entities as it relates to D&I analytics, best practices for tracking and innovative methods for measuring progress.
Responsibilities may be added or changed on an ad-hoc or ongoing basis as needed to meet the evolving needs of the organization.
Massachusetts General Hospital is an Equal Opportunity Employer.By embracing diverse skills, perspectives and ideas, we choose to lead. Applications from protected veterans and individuals with disabilities are strongly encouraged.
The incumbent will have demonstrated leadership responsibility in the healthcare industry, preferably in the academic medical center setting, including a combination of strategic, financial, and operational responsibilities. Experience collaborating with physician, clinical, educational, and administrative leadership is strongly preferred. Candidates with advanced degrees and clinical credentials are preferred. Qualified candidates will be familiar with the theory and practice of organizational diversity and inclusion, human development and training and change management. They will have a demonstrated track record in managing change and experience as an organizational leader and program builder, particularly with initiatives that promote diversity, equity, access, inclusion, and dialogue around social justice.
SKILLS & COMPETENCIES REQUIRED
Excellent leadership abilities, with demonstrated strength in convening diverse individuals and groups together around a common purpose
Ability to effectively and compellingly represent the needs, interests and priorities of the MGH and MGPO
Strong verbal and written communication skills and an inherent understanding of the critical nature of communication during times of change
Role model behaviors that reflect a philosophy that values team-based work, demonstrating respect for the diverse perspective and value that each member of the team offers to the effort
Ability to work and balance priorities within a complex and continually changing environment
Maintain positive working relationships with many diverse audiences at all levels and across organizations. Incumbent must be able to adapt to different settings and be “politically astute” in navigating agendas and perspectives, both stated and unstated
Motivation to drive change forward paired with an appreciation for process, the importance of broad input and respect for institutional culture
Appreciation for fiscal responsibility, calibrating efforts to remain within the resource available
Directly supervises one program director and a staff assistant. Majority of outcomes will be accomplished through indirect leadership and collaboration within MGH and across various Partners entities. Incumbent must be effective at accomplishing goals through the work of others and coordinating efforts performed by multiple individuals and groups.
The VP, DEI will have direct responsibility for the department budget and will oversee allocation of funding supporting the D&I strategic initiatives. The incumbent will also advise senior leadership on resource allocation for D&I efforts across the institution.
In cases where a candidate has clinical or academic interests it is anticipated that the incumbent will devote a minimum of 70-80% of their total professional effort towards this role in order to maintain a detailed understanding of the D&I needs. The incumbent would have the opportunity to devote up to 20-30% of their other professional efforts towards separately funded clinical and/or academic interests. Normal office and hospital conditions. Programs may be held in clinical settings. May be required to attend and/or lead early morning and evening meetings/events.
Internal Number: 3075625
About The Massachusetts General Hospital
Massachusetts General Hospital is an Equal Opportunity Employer. By embracing diverse skills, perspectives and ideas, we choose to lead. Applications from protected veterans and individuals with disabilities are strongly encouraged.