- UpvoteDownvoteShare Job
- Suggest Revision
Works closely with the Associate Dean for Education, Associate Dean for Equity and Inclusion, Admissions, and Student Affairs, Program/Specialty Directors, Program Administrators, Curriculum, Progression, and Program Evaluation Committees, and faculty to ensure program outcomes and continuous improvement, including collaboration on course offerings, program changes, and student experiences.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Emory Libraries requires that our employees recognize diversity, equity, and inclusion as essential core values to achieving our mission to enrich the quality of life in an inclusive work environment through competency training, reassurance of personal growth, restorative communication practices, and embracing the diverse identities of patrons within the Emory community.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Georgia Tech prides itself on its technology resources, interdisciplinary research and collaborations, high-quality student body, and its commitment to diversity, equity, and inclusion.
ExpandUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Emory University is committed to Inclusion and equity in the recruitment and retention of faculty. We are a diverse and international community of faculty, students and staff who promote equity, diversity, and inclusion on our campuses.
ExpandUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Georgia Tech prides itself on its technology resources, collaborations, high-quality student body, and its commitment to diversity, equity, and inclusion. This prohibition applies to faculty, staff, students, and all other members of the Georgia Tech community, including affiliates, invitees, and guests.
Full-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Working collaboratively with the Director and the rest of the Global Change Program staff, as well as faculty, students, and staff from across Georgia Tech, the Associate Director will help shape the strategic direction of the Global Change Program.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Additionally, the Lead deepens expertise in SEE Learning and Diversity, Equity, Inclusion, and Belonging initiatives, closely collaborating with faculty across all five schools and working in tandem with other members of the SEE Learning Team.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Demonstrated commitment to diversity, equity, and inclusion for WKU Libraries that fosters an environment supportive of all members of the WKU Campus and community. Founded in 1906, WKU is the second largest undergraduate institution in the Commonwealth of Kentucky with approximately 15,035 students (29% first generation, 18% underrepresented minority) and just over 2,500 faculty and staff employees.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Georgia Tech’s faculty attracted more than $1.4 billion in research awards this past year in fields ranging from biomedical technology to artificial intelligence, energy, sustainability, semiconductors, neuroscience, and national security.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
- Suggest Revision
We celebrate diversity, equity, and inclusion among our workforce to help ensure that we develop products and services that reflect our students and learners. Careers - Diversity, Equity, and Inclusion, Strategic Education, Inc.
ExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Academic areas of interest by some of our faculty include: global health, injury prevention, quality improvement, pediatric ultrasound, sickle cell care and diversity, equity, and inclusion (DEI.
Full-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Through our talent, we believe that diversity, equity and inclusion make us a more innovative and vibrant place to work. Your primary responsibility is to sell effective and innovative digital, print, and service solutions that address the challenges faced by students, faculty, and institutions today.
ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
PREFERRED : MIT experience; experience with SAP, Brio Query/Cognos, COEUS, KC, Atlas, Roles Database, and QuickBase; and experience advancing organizational development, culture, and strategy, including diversity, equity, and inclusion initiatives.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
- Suggest Revision
To learn more about Pearson's commitment to a diverse and inclusive workforce, navigate to: Diversity, Equity & Inclusion at Pearson. Using a mix of campus visits and virtual campus days to consistently connect with 15+ faculty members daily, employing effective consultative sales techniques.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Diversity, equity, and inclusion. We are looking for adjunct faculty who can teach Graduate and Undergraduate courses in Business (Business, Marketing, History, Management, Economics, Finance, HR, Legal, Data Management.
ExpandApply NowActive JobUpdated 2 days ago
equity and inclusion faculty jobs in Atlanta, GA
FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.