Our Mission: Since the 1893 World Columbian Exposition, our organization has aimed to connect people to the natural environment and human history.
The Senior Director, Culture and Engagement will develop, direct, and evaluate the impact of strategies and practices related to diversity, equity, accessibility, and inclusion across the Field Museum. This includes assessing current policies and setting goals for progress; communicating with staff at all levels to understand and address the needs of a diverse workforce; developing recommendations that emphasize best practices, especially regarding inclusive recruiting, onboarding, and professional development; advancing diversity and inclusion through strategic planning; and executing training and programs to promote an environment that is welcoming to staff and visitors regardless of race, ethnicity, age, religion, gender identity or expression, sexual orientation, parental status, national origin, socioeconomic status, ability, or veteran status.
Reporting to the Vice President of People and Culture, this leader will play a key role on our People & Culture Leadership Team, partnering with the other functional leaders to drive broader impact across all of our People and Culture strategies. This individual will collaborate with senior leaders to develop their plans for how they will implement equity and inclusion solutions across their own teams and serve as an accountability and thought partner as they administer these strategies in partnership with Human Resources colleagues.
This key role will focus on equipping leaders and employees with the knowledge, skills, and resources they need to become DEAI champions within the Museum and collaborating with cross-functional teams, colleagues, and vendors to achieve shared goals, resolve challenges, and drive significant change together.
The Senior Director will work closely with the Staff DEAI Advisory Council, Trustee-led DEAI Committee, and Accessibility Committee, along with other stakeholder groups, to foster a more diverse and equitable Museum for all.
Core Responsibilities include:
Strategic Planning & Program Design
- Develop metrics that will allow the Museum to assess the current state of its DEAI policies and practices across all levels of the Museum, to be used as a benchmark for future progress. Then create and implement a Museum-wide assessment and set effective goals, milestones, and plans for ongoing assessment.
- Assess and prioritize institutional training, development, and engagement/inclusion needs; prepare business rationale to request funding; establish metrics for success; and lead the development of a unit plan to integrate into the People and Culture plan.
Employee Culture and Engagement:
- Create organizational capability and depth by introducing training and engagement experiences that strengthen leadership development; organizational design; talent identification and leadership planning; career/professional skill building; employee recognition; and diversity, equity and inclusion and retention.
- Implement climate/engagement focus groups and surveys to assess and maintain a pulse of climate. Work with HR colleagues, direct reports, and managers to develop plans of continual improvement to address gaps.
- Facilitate change management efforts that engage employees across the museum, which may include communication forums, lunch and learns, recognition programs, and other strategies to further institutional goals.
Program Management:
- Serve as Liaison to the DEAI Staff Council and create initiatives, resources, and content from inception to completion, ensuring they are delivered on time and within budget.
- Be a resource and point person for existing and future employee resource groups, along with initiatives, events, committees and programs that advance diversity, equity, accessibility, and inclusion across the Museum.
- Serve as Liaison to the Trustee DEAI Council.
Data Analysis & Reporting:
- Use data to uncover insights and measure and report on the impact of DEAI initiatives, ensuring alignment with identified Museum goals.
Building Partnerships:
- Amplify our DEI message internally and externally, to promote our initiatives and attract innovative, growth-minded talent while regularly communicating progress against our objectives.
- Cultivate external partnerships with organizations that advance our DEAI strategies and support the Museum’s mission or that help engage BIPOC communities and audiences.
- Balance organizational priorities with employee concerns to ensure that both have a voice and that objectives are met with fairness.
Required Competencies:
- Presents to and engages with large and small audiences with confidence and impact.
- Excellent written and verbal communication skills, tailoring messages as appropriate to various audiences.
- Proven track record implementing innovative solutions with measurable outcomes.
- Approaches problem-solving with an analytical perspective.
- Sound judgment and decision-making abilities – knows when to escalate or de-escalate.
- Exercises discretion, maintaining confidential information.
- Proven track record influencing strategic outcomes.
- Excellent relationship skills with peers, employees, and partners.
- Receptive to feedback and seeks continual learning and growth opportunities.
Required Qualifications
1. Bachelor's Degree or equivalent
2. Ten (10) years of experience focused on diversity and inclusion in a professional environment (additional 5+ years of experience required if a Bachelor’s Degree has not been obtained)
3. Five (5) or more years of experience supervising and mentoring direct reports
4. Ability to articulate the importance of equity, diversity, accessibility, and inclusion and understanding of best practices that affect organizational change
5. Capacity to build trust and establish rapport as both a leader and colleague, comfort with providing and receiving feedback
6. Demonstrated effectiveness at listening and responding with empathy in a diverse environment, building consensus, and managing conflict
7. Deep knowledge and acumen of organizational development and learning standard methodologies.
8. Success implementing measurable diversity, equity, accessibility and inclusion initiatives that enhance the climate.
9. Experience designing and successfully implementing leadership and professional development curricula.
10. Broad understanding of current issues facing museums and cultural institutions
11. Excellent interpersonal, written, and verbal communication skills, with the ability to interact with a wide range of audiences on complex issues
12. Knowledge of federal and state laws and regulations related to discrimination and equal opportunity
13. Strong organizational and time management skills, with comfort working independently and collaboratively
Preferred Qualifications
- Museum or cultural/educational institution experience.
- Work experience at a higher education institution or large not-for-profit organization.
- Experience working in a unionized environment and knowledge of labor law.
The Field Museum is an equal-opportunity employer. We are committed to providing a workplace free from discrimination, embracing diversity, and fostering mutual respect. We value the unique perspectives each team member brings, which empowers our ability to innovate and overcome challenges.
At the Field Museum, we are dedicated to making our career website and recruitment process accessible to everyone. If you encounter any difficulty when using or accessing our online application, or if you need a reasonable accommodation for completing your application, participating in interviews, or any other part of the selection process, please reach out to us at accessibility@fieldmuseum.org.
