>> -----Original Message-----
>> From: Gibbs, Kay [mailto:Kay.Gibbs@...]
>> Sent: Wednesday, October 16, 2002 5:28 PM
>> To: Gibbs, Kay
>> Subject: FW: NPR Position Description
>> If you think you know someone who would be right for this D.C.-based
>> postion, feel free to send this description along. I think a
>> background might be helpful. posting it could also prove useful.
>> The job pays in the low six figures.
Director of Diversity Management
National Public Radio (NPR) is a nationally acclaimed provider of news,
information and cultural programming. The mission of NPR is to work in
partnership with member stations to create a more informed public - one
challenged and invigorated by a deeper understanding and appreciation of
events, ideas and cultures. NPR is an independent, private, nonprofit
organization. It produces high-quality news, information and cultural
programs and distributes more than 160 hours of programming per week to 680
public radio stations. NPR's programming reaches approximately 20 million
listeners each week in the United States and more than 50 countries
worldwide. Its primary operating areas are as follows:
· NPR News: Deploying more the 250 professional reporters, editors,
directors, producers, engineers, and managers, NPR News is a premier, 24
hours a day, seven days a week news service. NPR calls upon the resources
of 17 national bureaus throughout the United States, more than 150 member
stations nationwide, and staff correspondents in 11 foreign bureaus in the
world's major capitals. NPR's signature newsmagazines Morning Edition, All
Things Considered and Weekend Edition, as well as its weekday national
call-in program Talk of the Nation, all continue to boast substantial
· NPR Cultural Programming: NPR is dedicated to cultural expression and
exploration through its various music, talk and entertainment programs.
Over six million people turn to NPR to experience the comedy, concerts and
conversations that fill public radio airwaves. NPR's most popular
offerings in this area include Performance Today, Car Talk, and Wait Wait
Don't Tell Me!
· NPR Multimedia: The internet and satellite radio have added even greater
depth and diversity to NPR's on-air programming. NPR's web site attracts 1
million unique visitors per month and more than seven million page views
per month. In addition, NPR2 is ensuring that public radio has a place in
the emerging area of satellite radio programming. Finally, NPR's shortwave
services provide access to listeners almost anywhere in the world.
NPR is a unique member organization funded primarily through its own
service-gathering activities. NPR receives no direct general operating
support from any national or local government source. Member stations
provide 40% of operating revenue in the form of program fees for the local
broadcast of NPR programs and in the form of membership dues for the
support of NPR's advancement of the interests of public radio. NPR also
depends on philanthropic and corporate funding and donations for 47% of its
annual budget. Total revenues in 2001 were $113.3 million. The
organization maintains a staff of over 700 employees.
Public radio's roots go deep into the beginnings of American broadcasting.
Many of the first radio stations were noncommercial "educational" stations
established in the 1920's at colleges and universities. In 1967, Congress
passed the Public Broadcasting Act, authorizing the creation of the
Corporation for Public Broadcasting (CPB). The Act called on CPB to
encourage "the growth and development of noncommercial radio" and to
develop "programming that will be responsive to the interests of the
people." NPR was founded on February 24, 1970 as a private, non-profit
organization to provide leadership in national newsgathering and production
and to provide the first permanent nationwide interconnection of
non-commercial stations. In its 30 years, NPR has won every major award in
journalism for news and cultural programming in America.
Since its founding, NPR has evolved from a small and relatively homogeneous
organization into one that includes a complex mix of more than 700 staff
across the country and around the world. These individuals belong to
different generations and represent different cultural histories, racial
and sexual identities, educational backgrounds, personal habits,
communications styles, spiritual beliefs, competitive natures, physical
abilities, social behavior, home training, and professional assumptions.
As increasingly rapid change becomes the rule for NPR and the world, the
organization has realized that it must become more adept at serving the
growing number and variety of people on its staff and in its audience.
Traditionally, NPR has assigned a high value to different ideas and varied
perspectives in programming. More than 30 years ago, Bill Siemering, one
of NPR's founders, wrote:
National Public Radio will serve the individual; it will promote personal
growth rather than corporate gains; it will regard the individual
differences among men with respect and joy rather than derision and hate;
it will celebrate the human experience as infinitely varied rather than
vacuous and banal; it will encourage a sense of active, constructive
participation, rather than apathetic helplessness.
With these principles in mind, in early 2001 NPR President Kevin Klose
initiated and sponsored the NPR Diversity Task Force. Comprised of
volunteers drawn from the entire organization, the Task Force was charged
with creating a plan to help NPR achieve excellence in diversity. The
group's research efforts concentrated on leading and managing change,
diversity initiatives at other organizations, community building and
critical elements for successful initiatives at NPR. One of the specific
actions recommended by the Task Force is the recruitment of a senior-level
diversity executive reporting directly to the CEO who would create a
diversity unit within NPR. It is with this recommendation in mind that NPR
now seeks to recruit a Director of Diversity Management for the
Based in NPR's Washington, DC headquarters, the Director of Diversity
Management will develop and implement strategies that eliminate barriers to
all staff doing their best work. The ideal candidate will be a highly
skilled organizational development professional with a proven track record
of success in change management and a focus on the valuing and inclusion of
all people. Previous work experience will demonstrate a clear
understanding and application of approaches that result in building
inclusion and leveraging diversity to maximize the contributions of all
members of a client organization. Experience identifying and forming
relationships with senior organizational leaders is particularly valuable.
The Director of Diversity Management is a strategist. The global media
environment is rapidly changing. A good media company must be nimble,
outward looking, and open to different ideas and opportunities. The
Director is responsible for designing and implementing an inclusion
strategy for effecting change in the organization through education,
coaching and enhancing policies and practices. The strategy will be based
on data collected through quantitative and qualitative instruments and
external benchmarking. The Director will also work towards creating
critical mass and implementing overall strategies for change. Furthermore,
the Director will oversee the production of custom education and coaching
materials that will focus on NPR's developed change strategy and its
desired outcomes. The Director will work closely with other members of
NPR's senior management team, outside consultants, and administrative and
project teams to develop appropriate methods and messages.
The Director of Diversity Management will report directly to the President
and CEO of NPR and simultaneously maintain a close day-to-day working
relationship with NPR's Executive Vice President (COO). Primary
responsibilities include the following:
· Provide overall leadership for the development of vision, goals and
strategies for NPR's Diversity and Change initiatives.
· Evaluate and modify (as required) NPR's existing Diversity and Change
· Establish a framework for incorporating Diversity and Change issues into
NPR's broader organizational strategies.
· Serve as an advisor to the President and CEO as well as other members of
the senior management team on Diversity and Change issues.
· Act as an internal consultant to NPR's programmatic/operational units on
the impact, benefits and implementation of Diversity and Change initiatives.
· Develop and implement innovative educational and training programs
designed to raise the level of sensitivity to Diversity and Change issues
throughout the organization.
In the first twelve to eighteen months the Director of Diversity will:
· Evaluate the strengths and weaknesses of NPR's organizational culture as
it relates to Diversity and Change.
· Conduct a literature survey/study of Diversity and Change best practices
especially focused on media, nonprofit and (where appropriate) noteworthy
· Develop a plan for implementing a Diversity and Change program within NPR.
· Determine strategies for working with current staff on NPR's internal
diversity implementation team.
· Develop benchmarks and performance criteria for measuring progress with
the Diversity and Change program.
· Five to ten years of experience in developing and managing diversity and
organizational change initiatives
· Masters degree in a related discipline (e.g. Human Resources,
Organizational Development, Change Management, etc.) preferred, but not
· Demonstrated acuity in strategic analysis, organizational planning and
· Ability to think strategically and to integrate the leveraging of
diversity into an overall cultural change strategy
· Success at effecting systemic change throughout an organization
· Noteworthy cross-cultural and conflict resolution abilities
· A high degree of comfort and proven ability to work with ambiguity
· Philosophical orientation towards inclusion and valuing differences as an
ideology and business strategy
· Entrepreneurial spirit that shows imagination, initiative and appetite
for challenging and risky projects
· Creative thinking and exceptional follow-through
· Demonstrated ability to work well with a diverse network
· Self-confidence, intelligence, and diplomacy to facilitate effective
interaction that is respectful of peoples' experience and concerns
· Sound judgment and experience
· Ability to listen well and make informed decisions
NPR offers a salary and benefits package for the position of Director of
Diversity Management that is commensurate with experience and competitive
with comparable positions.
Please forward resumes immediately to:
Boulware & Associates, Inc.
175 West Jackson Boulevard, Suite 621
Chicago, IL 60604
Phone: (312) 322-0088
Fax: (312) 322-0092
Doctoral Candidate in Anthropology
University of California at Santa Cruz
Social Sciences I Faculty Services
1156 High Street
Santa Cruz, CA 95064