Vice Chair of Equity Diversity & Inclusion position at the University of Washington Department of Anesthesiology & Pain Medicine USA 2025

Vice Chair of Equity Diversity & Inclusion position at the University of Washington Department of Anesthesiology & Pain Medicine USA 

The monthly salary for this opportunity is advertised within the range of $33,843 to $46,431. This compensation band is intended to reflect the level of expertise, specialized training and leadership responsibilities required for the role. Because the position involves a significant administrative component in addition to clinical duties (if applicable), the University of Washington (UW) School of Medicine has structured the salary to acknowledge both the need for advanced medical skill sets and the strategic oversight central to the role of Vice Chair, Equity, Diversity & Inclusion (EDI).

While $33,843 to $46,431 per month may appear broad, this range accounts for variations in academic rank (Associate or Full Professor), years of relevant experience, additional fellowship training, prior administrative leadership and board certifications.

The University also considers factors such as research accomplishments, history of teaching or mentorship and a candidate’s potential for contributing to the broader institutional commitment to diversity, equity and inclusion.

Job type

This is a full-time position, indicating that the person chosen for the Vice Chair, Equity, Diversity & Inclusion role will devote their primary professional efforts to achieving the objectives associated with EDI within the Department of Anesthesiology & Pain Medicine (APM). Being full-time highlights the University’s recognition that EDI leadership necessitates consistent, dedicated attention. It is not merely an additional duty layered on top of routine responsibilities; rather, it is a core function that requires ample time for engaging with faculty, staff, trainees and leadership.

Full-time status also entails a comprehensive commitment to the academic, clinical (if relevant) and administrative facets of the job. For example, if the chosen candidate practices clinically (as an anesthesiologist, pain medicine physician, pediatric anesthesiologist or critical care physician), a portion of their schedule may be devoted to patient care, while the rest is allocated to EDI-focused strategic planning, policy development, training sessions, mentorship activities and regular collaboration with institutional bodies. This balanced distribution ensures that the role is neither overwhelmingly administrative nor purely clinical, but rather a structured integration of leadership and specialized practice.

Location

The position is located in Seattle, WA, the metropolitan home of the University of Washington’s main campus. Seattle’s diverse population and forward-thinking atmosphere set the stage for a robust environment in which EDI initiatives can thrive. The city consistently ranks among those most actively engaged in social equity efforts, which means the incoming Vice Chair will find an array of local resources – nonprofits, advocacy groups, community health organizations and multicultural centers – that can serve as partners or models for departmental EDI programming.

Benefits

One of the notable advantages highlighted in the job listing is visa sponsorship, reflecting the University’s commitment to recruiting qualified candidates from around the globe. This inclusivity underscores the broader EDI objective: the department seeks talent that brings multiple perspectives, backgrounds and cultures, enhancing the intellectual and experiential richness of the institution. For individuals trained outside the United States, the possibility of visa sponsorship can be crucial for bridging professional pathways and fostering international collaboration.

Full Job Description

University of Washington – Seattle, WA

• Classification: Full-time
• Salary: $33,843.00 – $46,431.00 Monthly
• Application Deadline: Feb 2, 2025
• Category: Faculty

In the Department of Anesthesiology & Pain Medicine at the University of Washington School of Medicine, a leadership role has been established for Vice Chair, Equity, Diversity & Inclusion (EDI). This position stands at the intersection of high-level administrative oversight, departmental policy revision, clinical practice (depending on the individual’s area of specialization) and academic engagement. As the Vice Chair, the selected candidate will act as a champion and architect of EDI initiatives that span faculty, staff, student and trainee populations.

The monthly salary is set within the $33,843–$46,431 bracket, reflecting the multifaceted demands and expectations of the role. While the final figure within this range will be determined based on factors such as academic rank, fellowship background, history of leadership and involvement in research or clinical innovation, the overarching goal is to provide a competitive and equitable compensation structure.

Applicants should note that this position’s application deadline is February 2, 2025, which allows them sufficient time to assemble the necessary materials and ensure their candidacy receives full consideration. The University of Washington’s support structures, including Interfolio’s Faculty Search platform, will streamline submissions and facilitate a transparent, data-driven review process.

Position Description

The Vice Chair, Equity, Diversity & Inclusion (VC-EDI) plays a central role in fostering a culture of inclusivity within the Department of Anesthesiology & Pain Medicine. This position involves guiding strategic priorities, developing and implementing policies and collaborating closely with department stakeholders – division chiefs, educational leaders, administrative staff and research faculty – to create and sustain an environment in which every member can thrive.

1. Champion EDI Initiatives
   The VC-EDI will function as the department’s main advocate for change, regularly reviewing policies, practices and systemic structures that may inadvertently perpetuate inequities. By working alongside leadership at various levels, the Vice Chair will introduce improvements that address bias, inequity and underrepresentation. Frequent communication with peers, staff and learners ensures that the department remains proactive rather than reactive when it comes to addressing EDI concerns.
2. Long-term Strategic Direction
   The position calls for designing a comprehensive roadmap for the department’s EDI future. Under this umbrella, the Vice Chair will articulate a clear mission, establish measurable benchmarks, coordinate an EDI council and regularly assess progress toward defined goals. By weaving together professional development workshops, mentorship programs and policy-level reforms, the Vice Chair ensures that EDI is not a peripheral goal but an integrated function.
3. Institutional Collaboration
   Collaboration extends beyond departmental boundaries. The Vice Chair must connect with the School of Medicine’s existing infrastructure for equity, diversity and inclusion. This may entail coordinating with committees, attending university-wide gatherings, liaising with hospital leadership and contributing to broader conversations that advance institutional standards. In this manner, the department both influences and is influenced by the comprehensive EDI strategies across UW Medicine.
4. Inclusive Department Culture
   Ultimately, the VC-EDI seeks to cultivate a welcoming climate at every level: faculty recruitment and retention, staff training, trainee experience, patient care and research. By aligning messaging, resource allocation and accountability structures, the Vice Chair ensures that EDI principles become deeply embedded in daily operations. A hallmark of success will be observing tangible shifts in the department’s demographics, satisfaction levels and overall sense of belonging among diverse constituent groups.

Individuals in this position are expected to demonstrate clear leadership skills, emotional intelligence and effective change-management strategies. They must be adept at evaluating data, directing research or educational initiatives to bolster equity and collaborating with a wide spectrum of individuals who may bring unique viewpoints, experiences and ideas to the table.

Qualifications

Prospective candidates must hold an MD or DO (or international equivalent), with board certification or board eligibility in anesthesiology. Where the position emphasizes specialized fields – critical care medicine, pain medicine or pediatric anesthesiology – prospective candidates must have completed the relevant one-year fellowship. This requirement guarantees that the Vice Chair has deep clinical grounding and the proficiency to communicate credibly with peers who possess specialized skills within the broader discipline of anesthesiology.

Candidates must also meet the eligibility criteria for licensure in the state of Washington, a standard prerequisite for clinical practice. Given the University of Washington’s interest in global talent, the position remains accessible to international graduates who fulfill all components of the US Medical Licensing Examination (USMLE) or an equivalent as recognized by the Secretary of Health and Human Services, ensuring compliance with H-1B visa requirements if sponsorship is necessary.

Beyond these essential clinical and training milestones, the ideal candidate has demonstrated leadership capacity in areas central to EDI. Positive indicators include, but are not limited to:

• Organizational Expertise: A track record of effectively managing projects, committees or programs, particularly those that bridge administrative and clinical domains.
• Cultural Competence: Demonstrated ability to work productively with individuals from diverse backgrounds, attend to group dynamics and navigate sensitive topics around race, gender, disability and other social identities with respect and insight.
• Research/Administrative Engagement in EDI: Involvement in scholarly work (publications, presentations, grants) that addresses equity, diversity and inclusion, as well as participation in diversity committees or administrative roles that highlight a willingness to drive systemic improvements.
• Educational/Academic Contributions: Capacity to mentor trainees and junior faculty, develop inclusive curricula or lead workshops that aim to eliminate bias and cultivate inclusive medical environments.

Cumulatively, these qualifications aim to ensure that the Vice Chair possesses both the credibility and the professional vision to uplift the department’s standing as an equitable, culturally sensitive and forward-looking academic entity.

Application Instructions

Applications must be submitted through the University of Washington School of Medicine’s Interfolio Faculty Search system, which simplifies the process by generating a free Dossier account for each applicant. This platform allows for seamless upload of required documents and the straightforward submission of reference letters.

Required Application Materials:

1. Letter of Interest: Candidates should furnish a concise letter describing their motivation for applying, aspects of their background that align with the Vice Chair responsibilities and how their prior experience can shape EDI strategies within UW APM.
2. Curriculum Vitae (CV): The CV should include a comprehensive list of academic degrees, training, certifications, fellowships, professional appointments, publications, presentations, teaching experiences, administrative roles and any other distinctions relevant to the position.
3. EDI Statement: A clear, focused statement delineating the candidate’s past and current contributions to equity, diversity, inclusion and antiracism. This document should offer concrete examples – such as program development, policy changes or scholarly work – and describe how these efforts have influenced or will influence the candidate’s approach in the new role.

Inquiries: Questions, requests for additional details or confidential inquiries regarding the Vice Chair position or job description may be directed to Sheri DeWitt (sgoto@uw.edu). Candidates are encouraged to connect if they seek clarifications on the position’s scope, the department’s strategic aims or logistical considerations for relocation and on-site responsibilities.

Review Process: Once submitted, all application materials undergo an initial review by a search committee comprising departmental and institutional representatives well-versed in EDI principles and clinical practice. Applicants meeting the preliminary qualifications are likely to be contacted for further discussions, which may involve virtual or in-person interviews, presentations or lectures on EDI topics and interactive sessions with departmental faculty, staff and trainees. The UW places high value on transparency and thoroughness, so candidates can expect a systematic and multifaceted review that mirrors the significance of the role.

Equal Employment Opportunity Statement

The University of Washington operates under affirmative action and equal employment opportunity regulations. As such, no applicant or employee will face discrimination based on race, color, creed, religion, national origin, sex, sexual orientation, marital status, pregnancy, genetic information, gender identity or expression, age, disability or veteran status. This inclusive stance resonates with the School of Medicine’s broader commitment to creating an equitable environment where everyone’s insights and experiences are respected.

A comprehensive overview of the benefits associated with this faculty title and rank is accessible via the UW HR website (https://hr.uw.edu/benefits/benefits-orientation/benefit-summary-pdfs/). While details may evolve and can differ by classification and negotiated terms, common elements of the benefits package include:

• Health Insurance: Medical, dental and vision plans that address diverse healthcare needs and extend coverage to eligible dependents.
• Retirement and Savings Plans: Various options – such as state pension plans, defined contribution plans and supplemental retirement savings vehicles – to support long-term financial well-being.
• Leave Policies: Paid vacation time, sick leave, parental and family leave, plus potential sabbatical opportunities (depending on the academic appointment).
• Disability and Life Insurance: Coverage options that safeguard employees and their families from unforeseen challenges.
• Professional Development: Funding and time allowances for conferences, continuing education, research pursuits or leadership programs.

Appointees not paid directly by the UW or whose primary employer is a separate entity, are advised to verify whether they qualify for these benefits. For those who do qualify, the integrated nature of the benefits underlines UW’s dedication to nurturing faculty who are healthy, secure and positioned to fully engage in their academic and clinical roles.

Commitment to Diversity

The University’s steadfast dedication to diversity, inclusion and antiracism is articulated through efforts spanning the entire campus community. As embodied in the UW Diversity Blueprint (http://www.washington.edu/diversity/diversity-blueprint/), the institution embraces policies and programs designed to increase representation among faculty, staff and students from historically underrepresented and marginalized groups.

Furthermore, the UW’s Faculty Code acknowledges that diversity-focused research, teaching and service constitute essential dimensions of an academic’s professional trajectory (https://www.washington.edu/admin/rules/policies/FCG/FCCH24.html#2432). This explicit recognition affirms that the Vice Chair’s work in promoting equity, diversity and inclusion holds genuine scholarly weight and can be integral to evaluations for promotion or tenure.

In practice, the department aligns with these principles by actively seeking to diversify its faculty ranks, shaping curricula to address culturally responsive care and fostering partnerships with community organizations that serve the needs of at-risk or underserved populations. The Vice Chair’s role will be paramount in guiding, evaluating and amplifying these initiatives so that the Department of Anesthesiology & Pain Medicine consistently exemplifies the University’s devotion to pluralism and social justice.

Privacy Notice

The University of Washington Privacy Notice for Demographic Data of Job Applicants and University Personnel clarifies how personal demographic information is collected, utilized and safeguarded. Candidates for the Vice Chair, EDI position may submit optional demographic details such as race, ethnicity, gender, veteran status or disability status. The University aggregates this data to better understand workforce diversity, respond to federal and state reporting mandates and refine recruitment and retention strategies.

Protecting individual privacy is integral to the process. Any personal data provided is stored securely, accessible solely to authorized individuals responsible for compliance, analytics or oversight. The applicant evaluation process remains independent of personal demographic data, ensuring that hiring committees base decisions on qualifications, accomplishments and alignment with the role’s responsibilities rather than demographic characteristics.

Moreover, UW upholds the principle that applicants retain specific rights over their data, including the ability to review or amend any incorrect information and request further clarification regarding the use of that data. The Privacy Notice underscores the University’s broader respect for ethical data handling and offers applicants confidence that their information will be treated with the utmost confidentiality and care.

Disability Services

Committed to full inclusivity, the University of Washington provides disability accommodations to ensure that qualified applicants and employees can fully engage in every stage of employment. Individuals requiring adjustments in the application or interview processes – such as alternative formats for materials, sign language interpretation, accessible interview locations or assistive technologies – are encouraged to contact the Disability Services Office (DSO) at 206-543-6450 or via email at dso@uw.edu.

For many prospective faculty members, the DSO serves as a vital resource, offering support well beyond hiring. After beginning their roles, employees with disabilities can receive accommodations that facilitate task performance, enhance physical accessibility or otherwise empower them to work effectively and comfortably within the university setting.

Such a commitment aligns naturally with the spirit of the Vice Chair, EDI position. The department aspires to welcome individuals from all backgrounds and experiences, while simultaneously ensuring that each person’s distinct needs are recognized and addressed. In fulfilling these objectives, the University not only benefits from diverse perspectives but also models best practices in disability inclusion for other academic and healthcare organizations.