Chief Diversity and Inclusion Officer Recruitment

Exciting new opportunity available with a rapidly growing, accredited online graduate university. We are currently seeking a highly motivated professional to join our team. The position will be located in the Lexington Administrative Offices then in Spring, 2018 will be located on FNU’s new Campus in Versailles, KY.

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Chief Diversity and Inclusion Officer


The Chief Diversity and Inclusion Officer (CDIO) will bring leadership, vision, integrity and a team-oriented philosophy to the diversity and inclusion efforts at Frontier Nursing University (FNU). The CDIO is responsible for leading the University on matters of equity, diversity and inclusion and will educate the FNU community regarding the importance and advantages of a culture that values and supports each member of our community. The CDIO will lead the development of a vision and effective strategy that champions the importance and value of a diverse and inclusive environment.



  1. In collaboration with the Administrative Team Strategic Planning Committee and the Diversity and Inclusion Committee develops a comprehensive Strategic Plan that champions and creates a diverse and inclusive environment at FNU.

  2. Develops proposals and recommendations for institutional policy revisions that will facilitate the fostering of a diverse and inclusive community.

  3. Implements the goals and activities described in the 2017 HRSA Nursing Workforce Diversity Grant (See Attachment One).

  4. Proposes, plans, implements, and coordinates an institution-wide comprehensive education and training initiative to cultivate a campus climate of inclusion and respect for all faculty, staff, and students.

  5. Active participant in the Diversity and Inclusion Committee.

  6. Establishes collaborative opportunities with other organizations that facilitate the goals of diversity and inclusion at Frontier Nursing University.

  7. In collaboration with the assessment office, creates benchmarks and assessment tools to measure the existing university climate as well as progress as it relates to diversity and effectiveness of efforts related to diversity and inclusion.

  8. In collaboration with the Chief Operations Officer (COO), develops annual budget for Diversity and Inclusion related activities.

  9. Focuses on improving the quality of the University experience for racial and ethnic minority  students through mentoring, programmatic, and leadership opportunities.  

  10. Develops programs and services that support the recruitment, admission, retention, and graduation of racial and ethnic minority  students.  

  11. In collaboration with the COO, develops annual budget for Diversity and Inclusion related activities.

  12. Provide leadership to the efforts of the PRIDE Program.

  13. Develops programs and policies that increase the recruitment and retention of minority faculty and staff designed to reflect the student body at FNU.



  • DiversityFirst Certification (obtain within first six months of appointment).

  • Significant experience working with programs to improve conditions for diverse populations.

  • Significant experience in leading diversity programs.

  • A demonstrated ability to work effectively with a culturally diverse workforce and provide leadership in organizational change.

  • Experience working with program development and implementation.

  • Doctorally prepared Nurse; Advanced Practice Nurse preferred.

  • Ability to reside in the central Kentucky area



  • Reports to the President of Frontier Nursing University .


The above statements reflect the general duties considered necessary to describe the principal functions of the position as identified and shall not be considered as a detailed description of the entire work requirement which may be inherent in the position.


Attachment 1: Nursing Workforce and Diversity Grant Work Plan

Objective 1: Achieve minimum of 30% minority student enrollment by the end of the project period (June 2021).

  • Develop a Holistic Review admissions process through training and collaboration with AACN.
  • Implement an enhanced recruitment effort using the Recruitment Toolkit developed by AACN as a resource.  
  • Enhance partnerships to target recruitment of nurses from racial and ethnic minority populations.  

  • Complete targeted recruitment efforts to increase diversity of faculty.


Objective 2: Increase racial and ethnic minority (non-white) retention rate from an average of 66% to an average of 80% by the end of the project period (June 2021) and graduate average of 100 new nurse-midwives and nurse practitioners representing racial and ethnic minorities  in nursing each year of the project period.

  • Implement new programs designed to provide academic and peer supports to retain students from racial and ethnic minority groups.  

  • Develop and implement a comprehensive mentoring program to include professional, academic, and peer mentoring.  

  • Enhance institutional and community partnerships to provide retention support for targeted students.  

  • Provide scholarship support for students from racial and ethnic minority populations and/or disadvantaged students.  

  • Implement a community wide education program designed to provide multi-cultural sensitivity training to students, faculty and staff.