Director for Intercultural Engagement

As a UW employee, you have a unique opportunity to change lives on our campuses, in our state and around the world. UW employees offer their boundless energy, creative problem-solving skills, and dedication to build stronger minds and a healthier world. 

UW faculty and staff also enjoy outstanding benefits, professional growth opportunities and unique resources in an environment noted for diversity, intellectual excitement, artistic pursuits, and natural beauty. 

Position Purpose:

The Director for Intercultural Engagement is a new position within the Dean’s Office of the College of Built Environments (CBE) at the University of Washington. The Director will report directly to the Dean of the College and will be a partner in enhancing a shared vision and cultivating a welcoming, inclusive, just, diverse, and equitable climate for all students, staff, and faculty. The Director will build upon a robust foundation of the College’s implementation of the Intercultural Development Inventory since 2019 EDI Strategic Plan, and the College’s dynamic and engaged Diversity Council representing students, faculty, and staff from all CBE departments.

Position Complexities:

The Director for Intercultural Engagement will play a key role in the oversight and implementation of the CBE EDI Strategic Plan. Including community engagement, data analysis and reporting, and advocacy. They will develop resources and provide training, particularly on intercultural fluency, supporting the College in EDI. The Director will coordinate and lead efforts to build cultural and change strategies furthering the strategic plan. The Director will oversee interpersonal dynamics involved in implementing change. Community engagement responsibilities include collaborating with other UW EDI leaders and developing outreach opportunities related to furthering the strategic plan. The Director will work in partnership with the Dean to ensure these deliverables are completed and integrated into the overall strategic plan. The Director will work in partnership with the Director of Human Resources on EDI compliance efforts. The Director will participate and represent the College on University committees and workgroups and communicate CBE efforts.

A successful candidate must demonstrate exceptional collaboration, project management, communication, and interpersonal skills in collecting and analyzing data, overseeing performance management metrics, and in preparing reports for the College. This position will work closely with the Director of Human Resources to address changing Human Resource needs that may involve personnel matters related to interpreting, tracking, and responding to state and federal regulations. The Director must be able to work independently on certain assignments and manage day-to-day administrative operations with the flexibility to work collaboratively within a group setting. The Director for Intercultural Engagement should have considerable experience with implementing EDI initiatives, data analysis, compliance, and project management, preferably within higher education.

Position Dimensions and Impact to the University:

This position has specific duties that impact the University, including working with CBE staff, faculty and student populations and collaborating with University campus diversity-related planning to support the University’s diversity goals.

Duties and Responsibilities

Communication and Engagement 25%

• In collaboration with  CBE leadership, Marketing and Communication, and the CBE Diversity Council,  assess CBE efforts on diversity and cross-cultural inclusion programs, establish best practices, and create  programs to remove barriers affecting students, faculty and staff retention and advancement.
• With CBE leadership, direct diversity and cross cultural efforts, initiatives, events, and programs to the CBE community.
• Identify, gather, and openly communicate data to the CBE community regarding the state of equity, diversity, and inclusion.
• Serve as communication lead for all CBE groups working on equity, diversity, and inclusion efforts across the College, units, and programs.
• Partner with the Marketing and Communications team on developing marketing materials and communication pathways for announcements to various platforms.
• Gather and effectively communicate available on-campus resources to assist units in meeting established diversity goals.

Strategic Planning 10%

• In collaboration with the Dean, create and implement methods to achieve EDI strategic plan goals.
• Create instruments linking diversity and cross-cultural awareness to the College's performance management processes and the strategic plan.

Leadership 30%

• Collaborate with CBE leadership and UW officials to integrate Equity, Diversity, and Inclusion into all CBE organizational processes and policies.
• Serve as the official CBE lead for University-related EDI and cultural initiatives across campus.
• With Student Services, establish admissions and recruitment pathways and enhance school-wide scholarships related to advancing diversity goals.
• With the CBE Human Resources Director and all relevant UW offices, ensure equitable hiring practices and promotion pathways advancing both the University’s and College’s diversity goals.
• Collaborate with community organizations, stakeholder, affinity groups, and national organizations to build partnerships and initiatives that support diversity, equity, and inclusion both on and off campus related to faculty, staff, and students.
• Collaborate with Assistant Dean of Finance, HR, and department chairs to review recruiting, hiring, and support systems to meet goals for faculty, staff, and student diversity.

Diversity Council Membership and Meeting Coordination 10%

• With CBE Diversity Council faculty, staff leads and members, develop and maintain effective governance practices within the group and elevate its work in the larger CBE community.
• Interpret, analyze, and clearly communicate content created through small group discussions and activities to raise visibility to internal best practices.

Consulting and Training 20%

• Lead change management initiatives, develop and implement programs to enhance CBE’s organizational culture, and support the development of leadership capabilities within the organization.
• Direct development of training programs on both diversity and cross-cultural awareness, particularly building upon the College’s work with the Intercultural Development Inventory.
• Develop coaching strategies, implement dialogue models addressing specific concerns and issues, and oversee resolution of conflicts/disputes relating to diversity and/or cross-cultural initiatives and activities.

Data Analysis 5%

• Maintain metrics and prepare periodic reports for senior management for evaluating/measuring diversity and cross-cultural resource initiatives.

Minimum Requirements:

• Master’s Degree in education, built environments, business organizational behavior, sociology, data management, or related field and 4 years' experience in creation, implementation, assessment and management of a DEI plan with measurable proven results.
• Equivalent education/experience will substitute for all minimum qualifications except when there are legal requirements, such as a license/certification/registration.

Additional Requirements:

• Skilled experience in leading and managing change initiatives within institutions of higher education
• Experience in intercultural fluency and ability to adapt to a wide range of cultural settings
• Demonstrated ability to design and implement change processes and organizational change
• Skilled experience communicating content to various audiences
• Demonstrated experience problem solving and providing customer service
• Skilled experience in the use of time management tools that show ability to organize, track tasks, projects, and goals.
• Demonstrated ability to collaborate and delegate tasks
• Proficiency with Microsoft Office Suite, Google Suite, and data analytics software (e.g., Tableau)

Commitment to Diversity

The College of Built Environments is committed to advancing its diversity goals. Open to all applicants while women and BIPOC are encouraged to apply.

Application Process: 

The application process for UW positions may include completion of a variety of online assessments to obtain additional information that will be used in the evaluation process.  These assessments may include Work Authorization, Cover Letter and/or others. Please note that your application will not be reviewed, and you will not be considered for this position until all required assessments have been completed.

Committed to attracting and retaining a diverse staff, the University of Washington will honor your experiences, perspectives and unique identity. Together, our community strives to create and maintain working and learning environments that are inclusive, equitable and welcoming.

The University of Washington is an affirmative action and equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran or disabled status, or genetic information.

Applicants considered for this position will be required to disclose if they are the subject of any substantiated findings or current investigations related to sexual misconduct at their current employment and past employment. Disclosure is required under Washington state law