Job Description

The deadline for submitting applications will be Monday, January 19th.

POSITION SUMMARY:

The Director, Inclusion & Belonging provides leadership and partnership across the University of Richmond to advance a campus culture where belonging is a lived experience and inclusion is embedded in all aspects of academic and community life. Reporting directly to the Vice President for Inclusion & Belonging, the Director serves as a strategic leader, advisor, and partner to academic and administrative units. This role focuses on building institutional capacity for inclusion and belonging, fostering collaborative leadership, and aligning initiatives with the University’s mission, vision, and strategic priorities. Collaborate with the Vice President to implement and assess the University's distributed leadership model for inclusion and belonging across the University, working with academic units and administrative divisions to embed these principles into institutional practices, operations, and strategic priorities.

JOB DUTIES/RESPONSIBILITIES:

Division Leadership and Strategy (60%)

• Support the implementation and integration of divisional strategic aims established by the Vice President, contributing to the coordinated execution, assessment, and accountability of efforts that strengthen the University’s culture of belonging and inclusion.

• Provide leadership for the Community of Practice (CoP) and collaborate with the Vice President, who convenes the Inclusive Community Council (ICC), to ensure both groups’ work is aligned, coordinated, and integrated into divisional strategy. Partner with the VP to shape the relationship between the ICC and CoP, including convening joint sessions as needed for shared learning, updates, and collaborative institutional progress.

• Lead and coordinate signature inclusion and belonging initiatives that advance institutional priorities, including programs that support professional development, dialogue, and skill-building, such as the Community Dialogue Network (CDN) and InclusiviTeas. Participate in existing and emerging programs (i.e., President’s Advisory Group on Dialogue) and proactively identify new initiatives by assessing gaps, trends, and evolving campus needs to strengthen institutional capacity for inclusion and belonging.

• Bias Response Leadership and Coordination - Provide leadership and coordination for the University’s bias response process, ensuring it is responsive, developmentally grounded, and aligned with national best practices. Manage the continued development of the Bias Support and Education process, including refining protocols, documentation, and communication pathways. Support and train designated bias response personnel to ensure they are equipped with appropriate skills, knowledge, and competencies for addressing incidents involving campus climate and identity-based harm. Stay current on emerging research, federal/state guidance, and sector-wide practices related to bias response, and work in partnership with Compliance, Human Resources, and Student Development to ensure institutional alignment and appropriate handling of cases. Prepare institutional summaries and updates related to bias incidents and educational outcomes to support transparency, continuous improvement, and campus climate.

• Accessibility and Disability Inclusion: Collaborate with Human Resources, Compliance, and campus partners to strengthen disability inclusion and accommodation practices for employees and academic personnel. Identify gaps, recommend improvements, and support the development of processes, training, and resources that promote equitable access and a culture of belonging for members of the University community with disabilities.

• Coordinate university-wide inclusion and belonging initiatives that advance institutional priorities by working closely with the five schools and key administrative units to foster alignment, visibility, and shared practice. Partner with existing inclusion and belonging committees, councils, and advisory groups to support consistent implementation and communication across the institution.

• Lead campus-wide professional development efforts on inclusive and equity-minded practices in partnership with Human Resources, the Faculty Hub, and other campus units, ensuring alignment with institutional strategies for belonging and Shared Equity Leadership.

• Contribute to national and institutional scholarship on inclusion, equity, and belonging through research, presentations, and publications.

• Stay current on emerging trends, evidence-based practices, and national policy developments affecting higher education and inclusion.

• Campus Partnerships: Proactively partner with stakeholders across academic and administrative units to align existing and emerging initiatives with Inclusion & Belonging strategies and advance coordinated campus-wide implementation.

• Community Engagement: Collaborate with the Vice President on campus-wide and community- facing celebrations—including the MLK Jr. acknowledgment—ensuring meaningful engagement with external community partners and alumni.

• Ensure that inclusion and belonging initiatives align with institutional policies and legal/regulatory requirements.

• Represent the division in university-wide committees, working groups, and cabinet-level initiatives as needed.

• Represent the VP in her absence or when requested.

Academic and Co-Curricular Strategy for Inclusion and (20%)

• Strategic Planning & SEL Implementation: Collaborate with academic leaders to integrate Shared Equity Leadership principles into school- and department-level strategic plans, aligning academic initiatives with the University’s mission and the strategic priority of Academic Excellence.

• Inclusive Pedagogy, Curriculum Development & Professional Learning: Partner with the Faculty Hub to diversify curriculum content and strengthen inclusive teaching practices. Support the development and delivery of academic-focused programs, workshops, and resources that advance inclusive pedagogy, equity-minded teaching, and a culture of belonging in the classroom.

• Faculty Recruitment & Equitable Hiring Practices: Serve as a resource for the Faculty Search Partner (FSP) program, offering professional development and consultation to strengthen equitable hiring processes and foster peer learning across the five schools.

Operations, Assessment, and Institutional Learning (20%)

• Evaluation: Use data and metrics to assess the effectiveness of inclusion and belonging initiatives across the university. Track progress, identify areas of strength and need for improvement, and prepare reports to inform leadership decision-making.

CONTACTS:

• Academic Affairs Leadership (deans, associate deans, department chairs) – to coordinate inclusive academic initiatives, faculty recruitment practices, and strategic planning within the schools.

• Faculty Hub and Faculty Search Partners (FSPs) – to develop and deliver inclusive pedagogy resources, professional development, and equitable hiring practices.

• Human Resources and General Counsel – to align divisional initiatives with institutional policies, employment practices, and legal/regulatory requirements.

• Administrative and Co-Curricular Units (e.g., Center for Civic Engagement, Athletics, Well-Being, HR, Student Development, Law, Business, SPCS) – to advance campus-wide inclusion, belonging, and community engagement efforts.

• Students and Student Organizations – to support inclusion, belonging, and engagement in divisional programs and initiatives.

• Alumni, Community Partners, and Professional Associations – to build external relationships, collaborate on community-facing initiatives, and represent the university in national conversations on inclusion and belonging.

SUPERVISION EXERCISED:

• Does not provide direct supervision to others

• Provides functional and strategic leadership to cross-divisional initiatives, which may involve coordinating the work of faculty, staff, and student leaders without formal supervisory authority.

WORKING CONDITIONS/PHYSICAL EFFORT:

• Work is performed primarily in a standard office environment.

• Occasional evening and weekend work is required to support campus-wide events.

• The position requires travel on and off campus for meetings, events, and conferences.

• The role involves extended periods of sitting, attending meetings, and using standard office technology.

QUALIFICATIONS:

Knowledge, skills & ability:

Required Qualifications:

• Proven record of collaborating with faculty to support inclusive pedagogy, curriculum development, and equitable recruitment processes.

• Demonstrated ability to lead faculty recruitment and retention initiatives, including serving as a leader in equitable search processes and providing professional development for faculty search partners or equivalent programs.

• Demonstrated ability to lead strategic planning and implement initiatives that produce measurable outcomes aligned with institutional mission and strategic priorities.