Director, Belonging, Equity and Inclusion

Occupational Summary

Reporting to the Associate Vice President Organizational Performance & Business Operations, the Director, Diversity, Equity and Inclusion for Alumni Engagement and Development leads diversity, equity, and inclusion efforts for the Office of Alumni Engagement and Development (AED) as well as advising various alumni and volunteer boards and committees. He/she serves as the principal convener upholding Duke’s and AED’s values, an expert on diversity, equity, belonging, and inclusion practices, a monitor in creating a more diverse and inclusive work environment, and an expert in promoting more diverse and inclusive alumni and volunteer boards and committees. He/she advises the Vice President, the senior leadership team, and alumni and volunteer board and committee members regarding their work on Duke’s behalf.

Work Performed

Leadership Internal and External

• Design, build, and evaluate a DEI program for AED, both internally and externally focused, that begins with strategy and moves through implementation and evaluation. Build a team and develop partnerships in support of the strategy.
• Develop, implement, monitor, and revise AED’s policies and practices in accordance with Duke’s values and policies to promote an inclusive and respectful culture, a welcoming environment, and excellence through diversity.
• Work with the Vice President and senior leaders to develop and model actions and assess outcomes in alignment with the University’s racial equity commitments and AED’s values.
• In partnership with leaders across Alumni Engagement and Development, proactively engage alumni, parents, friends, donors, volunteers, and affinity and identity groups as key partners to support Duke’s and AED’s DEI goals. Develop and support initiatives to increase diversity and inclusion of both volunteer and donor pools.
• Serve as a subject matter expert for AED’s programming for alumni, parents, friends, donors, alumni and volunteer boards and committees, and volunteers.
• Oversee volunteer code of conduct, including training volunteers and staff. Manage violations of the code in partnership with the Office of Institutional Equity and other Duke partners.
• Serve as a partner and subject matter expert in supporting and advancing the University’s campaign initiatives in social and racial equity.
• Work directly with AED and campus leadership in providing counsel or corrective action when addressing, confronting, or mitigating behaviors or actions that are not in alignment with AED’s and Duke’s core values.
• Support and serve AED’s Belonging and Equity Committee.
• Review, monitor, and update AED’s strategic framework.
• Lead AED in preparing the AED portion of the Duke Annual Report on Racial Equity (DARRE) and collaborate with institutional partners.
• Analyze and make recommendations from the data provided by the University’s biannual climate assessment.
• Working with AED’s Office of Multicultural Advancement, develop and deliver diversity, equity, and inclusion training programs for alumni and volunteer board and committee members.
• Partner with the Associate Vice President of Marketing, Communication, and Stewardship to ensure that alumni and volunteers are informed of the university’s progress on Duke’s DEI initiatives.

Policies, practices, and programs

• Working with AED’s human resources team, develop initiatives to support, guide, and enhance the experiences of underrepresented staff. Design, build, and evaluate a program that focuses on attracting, developing, retaining, and advancing a diverse, equitable, and inclusive work force.
• In collaboration with AED’s human resources and talent development teams, develop and present DEI and equitable hiring approaches including implicit bias training and education to all hiring managers and interview committees as well as best practices for increasing the diversity of applicant pools and how to maintain an environment that supports retention.
• Advance a safe and respectful environment both internally and with external constituents through training, reporting, and managing organizational response and remediation efforts.
• Collaborate with university-wide subject matter experts to ensure programming is complementary to, and in support of, Duke’s institutional diversity and inclusion goals.
• Evaluate organizational procedures and processes and recommend changes to enhance diversity, equity, and inclusion.
• Working with AED’s Offices of Multicultural Advancement and Talent Development, develop and deliver diversity, equity, and inclusion training programs for staff.

University partnerships

• Represent AED at leadership meetings, programs, and trainings provided by the Office of Faculty Advancement and the Office of Institutional Equity.
• Provide information for the University’s biannual climate assessment.
• Partner with the Vice President for Diversity, Equity, and Inclusion and other senior leaders (including AED and DEI leadership in schools and units) to collaborate on strategies and initiatives to enhance programming for Duke’s large alumni and volunteer base.

Direct and manage work of DEI staff

• Carry out all supervisory requirements from recruitment to performance evaluations.
• Provide clear direction on work responsibilities and accountability.

Exemplify leadership and manage administrative support and programmatic partners to success.

• Representative duties: Appropriately represent Duke University as “employer” to direct reports and direct reports as “employees” to Duke University.

• Programmatic duties: Ensure alignment of given programmatic, departmental, vertical, and/or organization-wide activities with AED strategic goals, priorities, and expectations.

• Financial duties: Exercise fiduciary responsibility for given individual, programmatic, departmental, vertical, and/or organization-wide activities in accordance with Duke’s financial policies, procedures, and standards, and AED expectations.

• Personnel duties: Supervise direct reports in accordance with Duke’s human resource policies, procedures, and standards, and AED expectations.

• Personnel duties: Hire and onboard new employees (and offboard separating employees) in accordance with programmatic, departmental, vertical, and organization-wide priorities, Duke’s human resource policies, procedures, and standards, and AED expectations.

The above statements describe the general nature and level of work being performed by individuals assigned to this classification. This is not intended to be an exhaustive list of all responsibilities and duties required of personnel so classified.