The purpose of this job is to carry out the mission of the American Psychological Association – to advance the creation, communication, and application of psychological knowledge to benefit society and improve people’s lives. This purpose is carried out by increasing the scientific understanding of the ways in which culture pertains to psychology and ethnicity influences behavior. This is accomplished, in part, by ensuring the appropriate training and development of psychologists who can adequately work with an increasingly diverse society and by promoting the development of public policies that support the concerns of psychologists of color and the communities they serve.
- Minimum educational requirement is a doctoral degree or equivalent in psychology or closely related field
- Minimum of 7 years of increasingly responsible management and program development experience that included both budget and personnel supervision
- Experience that demonstrates a substantive and broad knowledge of scholarship both within psychology and from other disciplines about race/ethnicity and multicultural psychology.
- Experience that demonstrates the ability to communicate, coordinate, negotiate, and build effective collaborations with a diversity of people in terms of their culture/ethnicity, social class, perspectives, professional role and level of professional responsibility.
- Experience that demonstrates a commitment to psychology in the public interest, and understanding of psychological science, an appreciation of the benefits of applied psychology, and an awareness of education and training in psychology
- Demonstrated experience and skills in written communication and use of social media
- Microsoft Office Suite (Advanced User) with proficiency in Word and Outlook and familiarity with Power Point, Excel, and OneDrive. Experience with virtual meeting technology preferred (e.g., Skype, Zoom, etc).
Provide leadership, direction, coordination, evaluation, management and supervision for all activities, projects, initiatives, budgets, and strategic planning for the Office of Ethnic Minority Affairs.
- Ensuring activities are in alignment with APA’s new strategic plan.
- Develop budgets for Chief and EMG review/modification.
- Make programmatic and fiscal decisions related to the management of APA operating
- Hire, assign work, supervise, and evaluate all OEMA
- Prioritize initiatives, issues and tasks for
- Approve all internal OEMA policies, procedures, and
- Conceptualize, initiate, facilitate, and administer special projects and initiatives of the
- Direct OEMA’s publications efforts and its public and member communications activities including: Serving as OEMA’s executive editor; directing OEMA’s public communications programs involving print, electronic and web-based media.
Oversee and ensure effective facilitation and management of the Committee on Ethnic Minority Affairs (CEMA), task forces and working groups and other ad hoc groups that may be assigned to OEMA for staffing.
- Determine compliance with APA written policies and procedures.
- Recommend strategies for effecting governance collaboration/approval; foster collaboration with Public Interest committees and throughout the association.
- Staff and ensure effective operations, and management of the Committee on Ethnic Minority Affairs (CEMA), the Commission on Ethnic Minority Recruitment, Retention and Training in Psychology Task Force (CEMRRAT2) and other task forces, working groups, and ad hoc groups (e.g. the Council of National Psychological Associations for the Advancement of Ethnic Minority Interests (CNPAAEMI).
- Oversee the development of agenda books and meeting minutes and the general support of governance activities by the OEMA Assistant Director.
- Oversee Assistant Director’s coordination of the solicitation and selection of the annual CEMA dissertation
- Oversee Assistant Director’s coordination of CEMA’s and CEMRRAT2’s annual convention programming and other ongoing and special initiatives.
- Oversee various accountability activities of CEMA and CEMRRAT2 (e.g., development of annual reports, ).
- Direct the publications production/dissemination and public and member communication activities of governance and other groups assigned to OEMA.
Provide leadership, technical assistance, education and information, and consultation as APA’s primary expert on race, ethnicity and culture in psychology.
- Provide leadership on issues related to ethnicity, race and culture by promoting awareness of these issues in psychological and other scientific research, as well as promoting inclusion of knowledge about ethnicity, race and culture in education, training programs and the professional development of
- Represent the interest and concerns of APA regarding issues related to ethnicity, race and culture by representing APA on committees and advisory groups of national organizations, federal agencies and other Attend meetings and functions as a representative of the OEMA and APA.
- Provide policy and interpretation, referrals, issue-specific information and data, publications, and other resources related to ethnicity, race and culture (consistent with APA policy) to APA members, consumers, students, collaborators/partners, and other professional
- Respond to complex and sensitive concerns of members, staff, APA and federal officials, and the general public as it relates to race, ethnicity and
- Advocate for the concerns, contributions of, and increased need for psychologists of color to APA, other major entities of organized psychology, policymakers in government, corporate, nonprofit and philanthropic sectors, and the general
- Consult, advise and effectively collaborate with internal and external stakeholders that support and further the mission of OEMA and APA (e.g., Chiefs and managers throughout APA; APA Division and STPA officials; members of APA’s Council of Representatives, Board of Directors, governance Boards and Committees; APA members; Federal, State, and local elected and agency officials; corporate and philanthropic officials; nonprofit and professional/scientific association/society officials; academic leaders; and the general public).
- Respond to media inquiries, deliver speeches and provide presentations that educate and raise awareness regarding the scholarship related to race, ethnicity and culture in
Secure necessary resources to initiate, facilitate, administer, manage and formally evaluate special projects.
- Independently identify and conceptualize major new initiatives and external funding to support such initiatives;
- Engaging in resource development efforts with federal and foundation funders (with the approval of the Chief of Psychology in the Public Interest and the Executive Management Group);
- Direct the activities of funded initiatives and ensure these are conducted with excellence and in compliance with funding guidelines and
Other Duties as Assigned:
- Engage in a variety of other activities that serve to promote the goals and objectives of APA, OEMA, and the interests of ethnic minority psychologists and the communities they
- Perform other duties as assigned by the Chief of Psychology in the Public Interest.
The American Psychological Association, located at 750 First St NE, Washington D.C., was named a 2014 recipient of the Washington Post Top Workplace. It is metro accessible from the Red Line.
Qualified candidates must apply online through APA’s applicant system and attach a cover letter and resume specifying your salary expectations. Applications that are submitted without both documents are considered incomplete and will not be reviewed for consideration. Once your application is submitted, you will receive a confirmation email. Please make sure to check your Spam folder if you do not receive an email from us.
The American Psychological Association is an Equal Employment Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, national origin, disability, protected Veteran status, sexual orientation, gender identity, or any other protected categories covered under local law.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)