We seek staff to serve as Directors and lead Differences Matter. The leadership of the Differences Matter initiative is structured as a faculty-staff dyad whereby faculty and staff serve as equal partners and leaders. Current staff leaders will end their term in September 2024, and the next cohort of staff leaders will be recruited to start in September 2024.  Current staff leaders are eligible for re-appointment but must re-apply.  Faculty leaders are in place and continuing their term through September 2025. 

About Differences Matter
Through the Differences Matter initiative, the School of Medicine will transform existing structures to sustain the successes of the Differences Matter 2020 initiative and will implement new areas of focus designed to target high impact areas that have the potential to accelerate the achievement of equity and inclusion across the medical profession. This work specifically focuses on achieving a sustainable culture of opportunity and anti-oppression for all people from groups that have been historically excluded, exploited, or marginalized in medicine and science (members of HEG).

This is a unique and powerful opportunity for anyone committed to enhancing diversity and inclusion to impact the current and future success of UCSF. Staff leaders will be provided 20% release time.  This means the Dean's Office will pay 20% of staff current salary and expect that they are available to commit 20% of their time to the work. During the three years that they serve as a leader, we expect their department to reassign 20% of their job responsibilities to free up time.  Staff terms will be three years in duration. 

Time, Effort and Qualifications
Staff must commit to the time and effort required to complete the work which includes, but is not limited to:

  • Recruiting, assembling and mentoring stakeholder input groups to engage the UCSF community
  • Attending a monthly 2-hour work in progress meeting with other Directors and team leaders

Qualifications:

  • Demonstrated commitment, for, and impact in advancing DEIA activities (Diversity, Equity, Inclusion and Anti-racism)
  • Ability to commit the time required to accomplish goals
  • History of effective teamwork and adaptive leadership
  • Demonstrated ability to work across stakeholder groups and organizational units
  • Strongest candidates will have been at UCSF for 5 years or more
  • Preference will be given to those who are members of groups that have been historically excluded, exploited, or marginalized in medicine, the health professions, and science.

Interested staff, please apply online for one of the positions listed below; the deadline for applications is April 26, 2024. Contact Differences Matter with questions.

We will post a call for faculty leaders in March 2025.

Directors, Diversify Medicine

Positions open for staff to co-lead this work in partnership with faculty leaders

Achieving sustaining change at UCSF requires accelerating diversity of Faculty.  The Co-Directors to Diversify the Academy will serve an important role by expanding the URM faculty and leadership workforce.  The Directors will work to advance the following objectives:

  1. Strengthen the UCSF student to UCSF resident pipeline and support students in exploring careers in academic medicine; and
  2. Strengthen the resident to faculty pipeline and support residents in choosing careers in academic medicine and science into enduring faculty positions at UCSF.
  3. Incentivize the recruitment of and engineer outreach to faculty from HEG in medicine and science into enduring faculty positions at UCSF.
  4. Create communities of practice, support, mentorship and sponsorship for faculty and learners from HEG in medicine science so that all may thrive.
  5. Support participation of faculty members from HEG in programs that spotlight talents and prepare them for academic success and institutional leadership
  6. Review structures of advancement, promotion and leadership selection to ensure equitable opportunity for faculty from HEG in medicine and science and to optimize leadership talents in all disciplines and units.  

The Directors will generate partnerships and collaborate with the Associate Dean for GME, the Associate Dean for Students, Vice Dean for Academic Affairs, and other GME and UME faculty and staff. 

Applicants should have substantial interest and experience in medical education.  

Directors, Innovate Collection and Use of Data for Equity

Positions open for staff to co-lead this work in partnership with faculty leaders

The Co-Directors to Innovate Collection and Use of Data for Equity will serve an important role by by identifying gaps in and innovating on the collection and use of sociodemographic data and data on social determinants to dismantle systems of oppression in health, healthcare, research, medical education, and workplace culture at UCSF. Serving as a liaison and collaborative partner to others working in this area, the Directors will work to advance the following objectives:

  1. Advance collection and use of data for equity in clinical care, research activities, and graduate education.
  2. Advance data for equity in the UCSF workforce.
  3. Provide the opportunity for the UCSF community to engage in respectful dialogue in topics important to a culture of inclusion and equity in clinical care, research, and education such as social identity theory, structural and social determinants of health, and critical race theory.
Directors, Build Anti-racism/Anti-oppression Expertise

Positions open for faculty and staff to co-lead this work in partnership with faculty leaders

The Co-Directors of Build Anti-racism/Anti-Oppression Expertise will play a pivotal role in identifying the competencies and training our faculty, staff, leaders and learners need to build a more equitable and inclusive institution.  The Directors will work to advance the following objectives:

  1. Define and disseminate competencies in anti-oppressive, pro-equity work by institutional role for leaders, faculty, staff and all learners.
  2. Design, implement and evaluate anti-racist/anti-oppressive curricula in all undergraduate, graduate and continuing medical education programs.
  3. With the Office for Diversity and Outreach educational programs and the Anti-Oppression Curricular Initiative, design and implement ongoing programs to support faculty and residents in developing essential competencies in equity and inclusion.
  4. Design and implement educational strategies and tools to enable managers of staff to develop competencies in leading equitable and inclusive units. 
  5. Provide the opportunity for the UCSF community to engage in respectful dialogue about issues in critical race theory and social/political determinants of health.