Dean for Culture and Inclusion (C&I)

Present Grade: Senior Salary Scale
Department/College: Vice Chancellor’s Office
Terms of office: Full-time (or 0.8FTE)
Directly responsible to: Deputy Vice-Chancellor (DVC)
Directly responsible for: The Anti-Harassment and Bullying Team (AHBT) through the AHBT Coordinator
Budget responsibility: Responsible for the management of any budgets allocated each year

Internal contacts

• Vice-Chancellor and members of University Executive Board (UEB)
• University Leadership Group (ULG)
• EDI Committee members – a joint sub-committee of Council and Senate
• Student Experience Committee members – a joint sub-committee of Council and Senate
• Members of Education Committee, Research Committee, and their sub-committees, as required
• Members of the Engagement Strategic Advisory Group and Library Strategic Advisory Group
• Staff working on EDI activity in faculties, departments and divisions across the University
• Equality staff networks, student networks and forums, and the Chaplaincy
  Students’ Union, President, Vice-Presidents and Chief Executive
  University Dean for Colleges
• Students and staff of the University
• The University’s recognised Trade Unions

External contacts:

• Regional and International Strategic Partner Institutions
• Advance HE
• Office for Students
• UUK/UCEA
• Specialist EDI advisory groups/bodies
• Regional and national networks
• Community representatives

Lancaster University is fully committed to equity, diversity and inclusion (EDI). The Dean for C&I will work with the Deputy Vice-Chancellor (DVC) to enable a whole-University approach to the development of a productive organisational culture, and to develop a more equitable, diverse and inclusive community at Lancaster University. The Dean for C&I will provide senior leadership of the University’s EDI strategic objectives and initiatives for students and staff, supporting organisational accountability for EDI matters.

The Dean for C&I will provide sponsorship for many aspects of the University’s work that impact on the development of an inclusive culture. The Dean for C&I will support and challenge institutional performance in areas such as race and gender equality, extending to all protected characteristics (as defined by the Equality Act 2010), closing disparities, will provide leadership to the work of colleagues, and will build strong relationships with stakeholders. Specifically, the Dean for C&I will be responsible for the Anti-Harassment and Bullying Team (AHBT) through the AHBT Coordinator, and will provide strategic direction for those working on EDI activities across the University e.g. the EDI and EDI Programme Management teams (based in People & Organisational Effectiveness), those within Student and Educational Services, and for Faculty Associate Deans for EDI (or equivalent). The Dean for C&I will work collaboratively with a wide range of stakeholders, internally and externally, and lead effectively through influence.

Key Responsibilities

1. Design and develop the overall approach to EDI that aligns with the institution’s strategic plan and its values, and champion partnership working to embed the benefits of EDI.
2. Act as an interlocutor between the University’s communities and leaders to ensure culture and EDI are reflected in decision making.
3. Provide advice and guidance to the DVC, UEB and senior colleagues on EDI across the University’s research, teaching and learning, engagement, and widening access and participation activities on the effective use and prioritisation of resources to support EDI.
4. Foster a culture where different perspectives are valued and are discussed in an open and fair way, creating an inclusive and welcoming environment for all members of the Lancaster community.
5. Champion continuous improvement and awareness raising opportunities for staff and students on issues related to EDI.
6. Establish and chair EDI programme boards/steering committees and, taking an intersectional and thematic approach, coordinate and prioritise all staff- and student-related EDI interventions and charter-mark activity, including implementing action plans.
7. Collaborate with staff and students to integrate EDI principles into all aspects of the institution and, where necessary, advocate for the needs and concerns of underrepresented groups within the institution.
8. Collaborate with faculties, departments, colleges and Professional Services divisions to address specific EDI needs and challenges, e.g. to promote strategies to attract and retain a diverse student and staff population; enhance opportunities and services for underrepresented groups; support application to become a University of Sanctuary; and to input to development and implementation of an academic workload allocation model.
9. Liaise with communities of practice for staff and for students with EDI interests and responsibilities, e.g. equality staff networks, student networks and forums, and the Chaplaincy.
10. Using relevant EDI data, assess overall progress and effectiveness of EDI initiatives, and identify areas for improvement. Report regularly to UEB and EDI Committee on progress and challenges.
11. Oversee and support the University’s Anti-Harassment and Bullying Team (AHBT), addressing institutional issues related to discrimination, bias and harassment.
12. Advise on policy and procedural matters to ensure EDI is embedded fully, and serve on occasional disciplinary, appeals and grievance panels and other ad hoc panels/committees, as required.
13. Act as an ambassador for the University, fostering relationships with external organisations, community groups and stakeholders to enhance EDI efforts.
14. Alert members of the University, as appropriate, to external policy changes affecting EDI matters.
15. Participate in community events and initiatives that promote a culture of equity, diversity and inclusion, and ensure that such events and EDI successes are publicly celebrated in the University.

The duties outlined above are not intended to be exhaustive and may change as the needs alter in line with current agendas. This job description will be subject to periodic review and amendment in accordance with the emerging needs.

Person specification

The successful candidate will have significant experience in strategic leadership, with demonstrable examples of shaping and influencing direction. They will have evidenced success in leadership through influence, even in the absence of formal line management authority, showcasing their ability to drive initiatives and foster collaboration. A broad and comprehensive understanding of equality, diversity, and inclusion (EDI) is essential, alongside the ability to inspire, motivate, and collaborate effectively with internal and external stakeholders, establishing productive partnerships at all levels. The candidate must demonstrate a strong commitment to creating positive change, with the capability to address and resolve complex and challenging problems or situations.

Alignment with the University’s values and strategic plan is essential, as are excellent interpersonal and influencing skills. The ideal candidate will adopt a collegial approach, valuing and incorporating the views of others into decision-making processes. While not mandatory, a track record of successfully managing highly sensitive, cross-cultural, and confidential matters is desirable, as is experience in leading activities related to EDI. Additionally, an understanding of the opportunities and challenges facing the higher education sector would be advantageous. This combination of skills and experience will enable the candidate to contribute meaningfully to the advancement of the institution’s goals and objectives.

A full job description and person specification is available on the Lancaster University recruitment portal.

Recruitment Statement

We want to provide you with full information at an early stage to enable you to make an informed decision as to whether you are committed to pursuing this position and to outline the University’s expectations of all candidates taking part in our recruitment process.

Once you have reviewed the information below, and in fairness to everyone concerned, we would ask that you give serious consideration to proceeding further with this process if you think you may not accept the position should it be offered to you.

The role will be located on the Lancaster University Bailrigg Campus, in north Lancashire, and there is a requirement that the successful candidate will live within reasonable commuting distance of the campus. If this might involve a re-locationfor you, it is of course important that candidates consider how the move might affect anyone who may accompany you (for example, early consideration may need to be given to local schooling, housing and other employment opportunities where other family members are involved, as early as possible). We will support you as much as possible with this and are happy to discuss any concerns you may have.

We would ask you to agree to undertaking a positive, open, and transparent dialogue with us throughout the recruitment process, raising questions and any concerns as early as possible.

Lancaster University engages in a variety of domestic and international benchmarking exercises to ensure we are extremely competitive in the levels of reward and recognition we provide, therefore we are confident that any offer made will be strong and competitive.

Contract and contact:
If you are happy to continue in your application for the position in light of the above expectations, we would very much look forward to hearing from you.

If you would like to have an informal discussion about the opportunity, please do contact the Deputy Vice Chancellor Professor Rebecca Lingwood r.lingwood@lancaster.ac.uk

This post is offered on a full-time, indefinite basis with a hybrid work pattern, or you can choose to be fully on-campus. We are happy to discuss flexible working options.

Equality, diversity and inclusion

Our employee community across the UK and the world comprises people from 85 nationalities. They practise different faiths, have different lifestyles and are at different stages in their lives. It is this mixture of life experience that adds diversity of thought and approach to make Lancaster University a force for good.

We are committed to creating an environment where everyone can feel welcome, thrive and fulfil their potential. Our equality, diversity and inclusion leaders are involved with everything from policy creation to celebratory events to help us be a fairer and more inclusive employer.