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The University of Arizona
Udall Center for Studies in Public Policy
Inclusiveness and accessibility are cornerstone principles for environmental collaboration and conflict resolution (ECCR) processes, science-policy dialogues, and other forms of stakeholder engagement that are traditionally based on trust-building and mutual exploration of decision-making alternatives. Adherence to these principles supports effective collaboration and conflict resolution processes, helping ensure diverse and divergent voices a seat at the table, with the goals of robust and implementable outcomes, improved data and information in the decision-making process, reduced likelihood of future challenges, and a more just, democratic process.
Recent events, including the Covid-19 pandemic and social, economic, and political polarization and disruptions, require a rapid pivot to new approaches, policies, and attitudes related to coordination and communication among very diverse and divided constituencies. This shift further entails an expanding use of virtual technologies while at the same time directly and more effectively addressing questions and challenges to engagement and inclusivity have also arisen. For example:
When approached proactively and strategically, evolving modes of engagement, such as increased virtual interactions, can offer considerable opportunities to enhance collaborative solutions, policy impact, and societal and environmental outcomes while also increasing efficiency and group productivity and overcoming geographical differences. However, when adopted simply reactively or applied without consideration of existing inequities, these same options can degrade communication, stifle dialogue, limit inclusivity of certain populations and stakeholders, minimize meaningful engagement, and exacerbate conflict. If such modes are not carefully studied and mindfully applied, they can lead to unintended, potentially harmful consequences.
It is equally important to consider other aspects of ECCR processes that contribute to equitable participation, such as funding, geography, process rules, existing decision-making structures, and relationships among the participants. Taken together, choices about evolving modes of engagement and traditional approaches to developing an ECCR process can have a powerful influence on how inclusive, just, and democratic a decision-making process will be.
The Udall Center for Studies in Public Policy of the University of Arizona and the John McCain III National Center for Environmental Conflict Resolution, a program of the Morris K. and Stewart L. Udall Foundation (Udall Foundation), seek to appoint a post-doctoral researcher/ practitioner at 1.0 FTE for 12 months to conduct applied research on the topic of ECCR. Such research should specifically examine the role of engagement and inclusivity within ECCR processes that involve, impact, or inform Federal agencies and issues.
Areas of focus for the research/practitioner must include a link to processes and policies impacting (or involving) Federal agencies or Federally recognized Tribes. Such areas of focus may include but are not limited to:
Appropriate methodological approaches may include but are not limited to:
The researcher/practitioner will collaborate with scientists and professionals at both the Udall Center and Udall Foundation. Outputs from the appointment will include:
Doctoral degree or equivalent in conflict resolution, sociology, anthropology, geography, environmental policy, planning, or a related field.
Practitioner experience or demonstrated interest and study in the ECCR field.
Experience working with traditionally marginalized communities (preferred).
The appointee should be available to begin work in January 2021. The initial appointment will be for 12 months; an extension may be possible subject to availability of funding. Starting salary for the position is $53,000 annually at 1.0 full-time equivalency (FTE), depending on experience. Relocation benefits are not included.
The appointee will be a full-time exempt, benefits-eligible employee of the University of Arizona, but may conduct the work remotely with approval of Udall Center and Udall Foundation leadership. Primary supervision of the research will be provided by faculty of the Udall Center, with collaborative, secondary supervision conducted by senior program staff of the Udall Foundation. See https://talent.arizona.edu/compensation-and-benefits for more information about benefits at the University of Arizona.
At the University of Arizona, we value our inclusive climate because we know that diversity in experiences and perspectives is vital to advancing innovation, critical thinking, solving complex problems, and creating an inclusive academic community. As a Hispanic-serving institution, we translate these values into action by seeking individuals who have experience and expertise working with diverse students, colleagues, and constituencies. Because we seek a workforce with a wide range of perspectives and experiences, we provide equal employment opportunities to applicants and employees without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or genetic information. As an Employer of National Service, we also welcome alumni of AmeriCorps, Peace Corps, and other national service programs and others who will help us advance our Inclusive Excellence initiative aimed at creating a university that values student, staff and faculty engagement in addressing issues of diversity and inclusiveness.
Interested applicants should apply at https://arizona.csod.com/ux/ats/careersite/4/home/requisition/2000?c=arizona no later than September 15, 2020 to ensure full consideration. Please include:
Any questions regarding the position should be directed to Professor Andrea Gerlak at email@example.com