Director, EDI Education, Awareness and Outreach

Company: Toronto Metropolitan University

About Toronto Metropolitan University 

At the intersection of mind and action, Toronto Metropolitan University (TMU) is on a transformative path to become Canada’s leading comprehensive innovation university. Integral to this path is the placement of equity, diversity and inclusion as fundamental to our institutional culture. Our current academic plan outlines each as core values and we work to embed them in all that we do.

TMU welcomes those who have demonstrated a commitment to upholding the values of equity, diversity, and inclusion and will assist us in realizing the benefits of embedding these values into the work at every level and in every unit of the university. In addition, to correct the conditions of disadvantage in employment in Canada and to bring lived experiences to the work, we encourage applications from members of equity deserving groups that have been historically disadvantaged and marginalized, including First Nations, Métis and Inuit Peoples in Canada, First Nations Peoples in the United States, racialized people, Black people, persons with disabilities, women, and  2SLGBTQ+ people. Preference will be given to candidates with lived experiences as people from equity deserving groups, as well as experience working with these communities with which the University works every day. Please note that all qualified candidates are encouraged to apply and we welcome newcomers and immigrants to Canada.

In April 2022, the university announced our new name of Toronto Metropolitan University, which will be implemented in a phased approach. Learn more about our next chapter.

About the Office of the Vice-President, Equity and Community Inclusion (OVPECI)

The Office of the Vice-President, Equity and Community Inclusion (OVPECI) provides leadership to ensure that equity, diversity, and inclusion are a central focal point for the University community through strategic initiatives, policies, programs and practices. Since its creation in 2012, the OVPECI has fostered dialogue and partnerships, establishing a strong campus presence that provides a range of consultation services, educational events and resources. 

The Human Rights Services unit works with members of the TMU community to promote an equitable and inclusive study, work and living environment free of discrimination and harassment. Using a holistic approach, Human Rights Services advocates for a community where the dignity and human rights of all its members are respected and upheld. Indigenous Initiatives and Support builds internal and external partnerships with TMU students, faculty, staff and the broader Indigenous community in order to advance the priorities of the Indigenous Education Council. These priorities include student success, teaching, learning, research, community engagement and capacity building. The Accessibility unit works to identify, remove and prevent barriers to inclusion for persons with disabilities, and in so doing helps to make TMU an accessible learning and working environment. The Research, Planning and Assessment unit oversees TMU’s employee and student diversity self-id surveys, develops evidence based tools and reports, and provides consultation services related to understanding and incorporating data into plans, decisions and actions.The Education, Awareness and Outreach unit supports students, faculty and staff in advancing their knowledge and embedding  equity, diversity and inclusion into institutional practice through a range of education, awareness and outreach activities.

To learn more about us visit at https://www.torontomu.ca/equity/about-ovpeci/

The Opportunity

The Director, EDI Education, Awareness and Outreach plays a pivotal role in shaping a more inclusive and equitable community at TMU. This position leads the development, assessment and enhancement of university-wide equity, diversity and inclusion (EDI) education and awareness programs, including initiatives related to human rights, Accessibility for Ontarians with Disabilities Act, 2025 (AODA) and other EDI priorities.

Through innovative strategies, such as capacity-building, engagement, partnerships, and community consultation, the Director advances the integration of anti-racism, equity, inclusion, and justice principles across all academic and administrative functions.

In a rapidly evolving global and geopolitical context, the Director also leads proactive and responsive initiatives that strengthen campus climate — including conflict resolution, dialogue, and community-building efforts that promote respect, understanding, and connection.

The Director provides strategic advice, planning and operational leadership to support the Office of the Vice President, Equity and Community Inclusion (ECI) in achieving key goals and priorities. This includes overseeing the effective execution of programs, events and administrative activities; leading special projects and university-wide initiatives; supporting grant applications; and representing the VP, ECI on

cross-functional committees and senior management meetings.

Responsibilities include:

• EDI education strategic planning and assessment: 

• Planning, developing and directing short- and long-term education strategies and initiatives to promote awareness and facilitate the integration of the values of equity, diversity, inclusion and accessibility into TMU’s work and community life. 

• Consulting and collaborating with senior management, academic and administrative leads in assessing opportunities to continuously build awareness, acceptance, integration and advancement of EDI in day-to-day interaction, programs, decision-making activities of community members and teaching, where applicable. 
• Delivering selected educational programming.

• Conducting needs assessments to identify specific barriers and opportunities related to equity and inclusion and developing focused education and awareness programs aligned with the university’s strategic priorities. 

• Providing support for the university’s EDI Strategy and Action Planning by designing and leading community consultations and engagement, supporting development and implementation.

• EDI educational programming and project management: 

• Providing strategic leadership in the design, implementation and evaluation of education and training initiatives across TMU and external organizations. 

• Overseeing the development of programs, workshops, and resources that advance institutional capacity and awareness on equity, diversity, inclusion, and decolonization, including topics such as social justice, anti-racism, anti-oppression, allyship, bias awareness and 2SLGBTQ+IA inclusion. 

• Supporting the VP, ECI in the development of conflict resolution programming

• Applying an equity and inclusion approach/framework that is trauma-informed  and centres cultural safety to design and deliver programs and resources that prevent harm, foster learning and dialogue across differences, and build a safer, more inclusive workplace where all  staff feel a sense of belonging.

• Designing sessions that help racialized and otherized staff develop strategies to effectively navigate oppressive systems as they work to transform them, sometimes in partnership with other OVPECI units (e.g., Accessibility and Human Rights Services).

• Providing project management for education and awareness events, awards, Community Building Working Group (CBWG) and internal and external sessions arranged.

• Outreach and communication:

• Leading, developing and directing the implementation of a robust and strategic outreach and communication plan to promote TMU’s EDI programs, initiatives, policies and procedures, and best practices within the TMU’s community. 
• Planning and managing select events to promote EDI community building and engagement.

• Committee work:

• Participating in a variety of strategic committees. Applying strategic and tactical thinking and planning to ensure that TMU is well prepared for the future by identifying strengths, weaknesses and internal opportunities for change at systemic and institutional levels.

• Community engagement:

• Establishes education and awareness strategies and initiatives to promote the benefits of TMU becoming a more inclusive workplace and educational institution. Identifies specific issues, barriers and solutions to inclusion within programs and services, as well as goals, principles and obligations under the strategic plans of the university. Engages in and receives feedback from key internal partners in order to identify gaps.
• Identifying opportunities for the advancement of OVPECI goals and objectives and works collaboratively with academic and administrative departments, offices and groups in order to coordinate programs and initiatives.
• Providing support to the OVPECI-led Community Building Working Group as the production lead for key events on campus related to anti-Semitism, Islamophobia, constructive dialogue and freedom of expression for faculty, staff and students.
• Human resources management: 
• Ensuring best practices in the administration of the department’s human resources.
• Collaborating with the VP, ECI and others in the planning and implementation of change management initiatives. 
• Leading the recruitment, onboarding, supervision, performance management, and training and development of staff.

Leaders at TMU are required to demonstrate the following Leadership Competencies: 

• Acts with Integrity: Demonstrates behaviors aligned with high ethical standards and personal integrity and acts in accordance with TMU values.
• Builds Relationships of Trust & Collaboration: Actively builds a culture of trust and fosters meaningful relationships.
• Leads Inclusively: Creates an inclusive environment where everyone is respected, recognized, empowered to achieve their potential, and valued for their differences.
• Demonstrates Organizational Acumen: Understands and respectfully navigates complex internal and external environments using sound judgment, diplomacy, and tact.
• Drives Vision & Results: Creates and implements a vision grounded in sound decision-making to achieve desired outcomes.

Qualifications

To help us learn more about you, please provide a cover letter and resume describing how you meet the following required qualifications:

• Completion of a Master’s degree in Education, Social Sciences, Humanities, or Behavioural Sciences, or other relevant degree/equivalent knowledge as well as expertise in other forms.
• A minimum of five (5) years related experience promoting and integrating equity, diversity and inclusion, preferably in a university, government or hospital setting.
• A minimum of five (5) years of progressive management-related experience, including leading staff.
• Equivalent experience or a combination of equivalent experience and education may be accepted in place of education.
• Demonstrated experience in developing and implementing equity, diversity and inclusion (EDI) educational programming, training, and employment and education equity law and practice.
• Excellent project management, communication and written skills to prepare reports and briefing notes, policies and administrative processes, and guides, newsletters, memoranda, etc.
• Strong presentation skills and the ability to deliver training, educational and information sessions;
• Proven stakeholder management experience, partnership and relationship building skills to initiate and nurture strong working relationships with colleagues in other parts of the University and external stakeholders;
• Excellent problem solving skills; tact, diplomacy, and political acuity; the ability to maintain confidentiality, objectivity; conceptual skills and creativity;
• Knowledge of a variety of administrative procedures, practices and guidelines in the private and public sector is required. Experience in the development and evaluation of policies, guidelines, best practices, systems and processes;
• Sound judgement in identifying, analyzing and addressing a range of complex issues and ensuring coordinated and comprehensive practices and solutions are developed and consistent with University strategic directions, legal requirements, best practices, financial sustainability and acceptability by stakeholders and partners;
• Ability to change the way assigned work is carried out if needed; ability to change the means of achieving the objectives of the job if needed; and ability to develop new work methods to deal with new or unusual circumstances if needed.
• Availability to be on University campus a minimum of 4 days per week (can vary depending on operational requirements).

Additional details

Additional Notes: 

• Qualified MAC employees will be interviewed before members of other employee groups.
• An equivalent combination of education and experience may be considered.
• Applicants who do not meet all of the posted qualifications may, upon the University’s sole discretion, be considered to fill a vacancy on an underfill basis.
• Candidates must have a demonstrated record of dependability/reliability and a commitment to maintain confidentiality.
• We encourage all First Nations, Metis and Inuit peoples or Indigenous peoples of North America, to self-identify in their applications.
• As part of the selection process, candidates may be required to complete an occupational assessment.  
• Applications will only be accepted online through Toronto Metropolitan University's career site.
• Toronto Metropolitan University is committed to the principles of the Accessibility for Ontarians with Disabilities Act (AODA), and aims to ensure that independence, dignity, integration and equality of opportunity are embedded in all aspects of the university culture.
• We will provide an accessible experience for applicants, students, employees, and members of the Toronto Metropolitan University community. We are committed to providing an inclusive and barrier-free work environment, starting with the recruitment process. If you have restrictions that need to be accommodated to fully participate in any phase of the recruitment process, please submit your request through the AskHR webform. All information received in relation to accommodation will be kept confidential.