Associate Vice Chancellor for Equal Opportunity & Title IX

The University of Denver (DU) invites nominations and applications for the position of Associate Vice Chancellor for Equal Opportunity & Title IX (AVC for EOIX).

Founded in 1864, the University of Denver is a private, doctoral-granting university with very high research activity, earning R1 status in 2022. DU enrolls approximately 6,100 undergraduate students and 7,500 graduate students. The University has become increasingly known, nationally and internationally, for its creative, 21st-century approaches to problem-based scholarship, as well as its holistic, student-centered approach to learning known as the 4D Experience, and its dedication to the public good through local, national, and international partnerships. The University has total annually budgeted revenues of $540 million and total endowment assets near $1 billion as of March 2023. In FY 2022, the University raised $105 million in annual giving commitments. FY 2022 sponsored research expenditures exceeded $41 million.

The AVC for Equal Opportunity & Title IX reports to the newly created position of Senior Vice Chancellor for Operations & Strategic Initiatives and will lead the Office of Equal Opportunity & Title IX (EOIX). EOIX is guided by the University of Denver's commitment to create and maintain an academic and work environment where its students, faculty, staff, and visitors can engage free of harassment, discrimination, or gender-based violence. EOIX helps to realize the University's commitment to – and aspirations for – the development, implementation, execution, and monitoring of the federal and state mandated equal opportunity policies and programs. The AVC for EOIX will have broad responsibilities with campus-wide impact, including leading the campus response to highly sensitive, complex matters requiring integrity, confidentiality, and professionalism. The AVC for EOIX will provide strategic guidance, advice and subject-matter expertise to senior administrators and other campus constituencies. The AVC for EOIX will demonstrate thought leadership, relationship-building, and partnership with stakeholders and leaders across campus in promoting equity and non-discrimination. The AVC for EOIX will supervise and coordinate the outreach, response, and prompt and equitable investigation and resolution of reports alleging discrimination, harassment, and gender-based violence and/or retaliation according to University policies and procedures. Additional responsibilities will include overseeing the process for ADA accommodations, consultation and collaboration regarding equal opportunity/affirmative action and Clery Act compliance, and reporting analysis.

The University of Denver seeks a strategic thinker and a collaborative team member who will build relationships across the University, is trustworthy and approachable, and strives to serve as a valued resource to the entire community. The AVC will be expected to bring a strong working knowledge of the current and emerging regulatory environment in higher education, as well as national issues and trends as they relate to equal opportunity and Title IX regulations. In addition to bringing procedural acumen on equal opportunity and Title IX requirements, as well as strong investigatory experience, this individual will bring strong management and leadership skills to the role. The AVC will bring a demonstrated record of developing and supporting team members as well as working effectively across constituencies of students, faculty, staff, and senior leadership in higher education. They will be a highly relational leader with expertise in organization and analysis, communication, and collaboration.

For additional details, visit the full position profile: https://diversifiedsearchgroup.com/search/20154-university-of-denver-avc-for-eoix

Advanced degree with Juris Doctorate from an accredited law school strongly preferred. The starting salary for this position is anticipated to range from $170,000 to $210,000. The University of Denver has provided a compensation range that represents its good faith estimate of what the University may pay for the position at the time of posting. The University may ultimately pay more or less than the posted compensation range. The salary offered to the selected candidate will be determined based on factors such as the qualifications of the selected candidate, departmental budget availability, internal salary equity considerations, and available market information, but not based on a candidate’s sex or any other protected status. A summary of benefits can be found here.

For best consideration, please send nominations, inquiries, and expressions of interest in confidence to:

Susan VanGilder, Co Practice Leader and Managing
Director, Education Practice
Carly Rose DiGiovanni, Managing Associate
UDenverEOTitleIX@storbecksearch.com

For more information, please visit the University of Denver’s home page at https://www.du.edu/

The University of Denver is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. The University of Denver prohibits discrimination on the basis of race, color, national origin, ancestry, age, religion, creed, disability, sex, sexual orientation, gender identity, gender expression, marital status, pregnancy, genetic information, military enlistment, or veteran status, and any other class of individuals protected from discrimination under federal, state, or local law, regulation, or ordinance in any of the University’s educational programs and activities, and in the employment (including application for employment) and admissions (including application for admission) context, as required by Title IX of the Education Amendments of 1972; the Americans with Disabilities Act; Section 504 of the Rehabilitation Act of 1973; Title VI and VII of the Civil Rights Act of 1964; the Age Discrimination Act of 1975; the Age Discrimination in Employment Act of 1967; the Equal Pay Act; the Colorado Equal Pay for Equal Work Act; the Colorado Protecting Opportunities and Workers' Rights ("POWR") Act; and any other federal, state, and local laws, regulations, or ordinances that prohibit discrimination, harassment, and/or retaliation. For more information, please see the University of Denver’s Non-Discrimination Statement.