Applicants must have a Bachelor's degree and significant ADR expertise. Preferred qualifications include: "JD, Masters Degree in Conflict Resolution, or equivalent advanced degree in an allied field, and a minimum of 3 years of experience as an organizational ombuds, a professional mediator, conflict resolution specialist, organizational development professional; or equivalent combination of relevant education and experience." No salary indicated. The review of applications will begin September 30, 2022. The search firm of Spellman and Johnson is assisting with the search. (UCSC Recruitment via Higher Ed Jobs.)
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How are Ombuds supposed to navigate diversity statements such as the one required here which seem to require that an applicant set forth how they will engage in advocacy work if hired into a position where advocacy is inimical to the work?
ReplyDeleteI don’t see any problem here. The word “advocacy” is never used in the diversity statement (https://chancellor.ucsc.edu/recruitment/diversity-equity-inclusion-contributions-statements.html). The closest I could find is “promote,” which is the same language used in IOA SOP 3.3 (https://ioa.memberclicks.net/assets/docs/SOP-COE/IOA_Standards_of_Practice_English.pdf). More importantly, there is a difference between advocating for equitable practice within an organization and advocating on behalf of a particular individual or group. I agree that Ombuds should not advocate on behalf of particular individuals or groups. However, I believe advocating for equity within our organizations is essential to our practice. Inequities are distributed unequally in our society. The Ombuds Office is an important mechanism in organizations for surfacing these inequities and empowering those who are most impacted by inequities to navigate through them. A deep, personal commitment to understanding and living out these principles is foundational to ethical and competent Ombuds practice, particularly for those of us (like me) who have not personally experienced structural injustice. I am encouraged to see that UCSC is vetting their Ombuds candidates on this issue, and wish more organizations would do so.
ReplyDeleteIncidentally, I reported to Cindy Larive (the Chancellor at UCSC) when she was Provost and Executive Vice-Chancellor here at UC Riverside. I know firsthand that she is sharp, empathetic and that she values the Ombuds role. I expect this to be an empowered position for someone who engages well with senior leaders.
ReplyDeleteAdvocacy for diversity, equity, and inclusion is part of Ombuds work. I see no issue with that. I see more issue with the job posting saying the Ombuds needs to conduct investigations.
ReplyDeleteConducts investigation, mandated reporter, develops policy...
ReplyDeleteNavigating complex and nuanced issues related to diversity is a CORE knowledge, skill, and ability that all Ombuds should be asked to demonstrate during application processes. I think diversity statements and questions are very reasonable screening tools, The word investigation here is a bit problematic if it's going to be an organizational ombuds (and it did have much of that language). However, the way I read the mandated reporting element is that it's for one's own injuries (workplace comp claims) and child abuse/ neglect which one could argue would fit under serious imminent harm.
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