Equity Specialist and Investigator

POSITION OBJECTIVE The Equity Specialist and Investigator is responsible for fairly, impartially and thoroughly investigating allegations of protected class-based discrimination and harassment, including sex discrimination and sexual harassment consistent with the standards in Title IX, Title VI and Title VII, the American¿s with Disabilities Act, the Age Discrimination in Employment Act and other federal and state laws prohibiting discrimination and harassment against students and employees of institutions of higher education; writing investigation reports; providing information about investigations at hearings held pursuant to university policy; reviewing student and employee requests for reasonable accommodations based on disability, religion and pregnancy consistent with applicable laws and regulations, engaging in the interactive process to determine appropriate accommodations, and issuing accommodations; supporting students and others by providing supportive measures and facilitating problem solving; conducting outreach to students, faculty and staff to obtain invitations for Equity to provide training. The Equity Specialist and Investigator is also responsible for preparing presentations on new training topics for students, faculty and staff; training and educating the campus, including students, staff and faculty, on: Title IX, resources and support for persons impacted by discrimination and harassment, including sex discrimination and sex based harassment, and discrimination and harassment on other bases; understanding university investigation processes; the resources and support available to members of the Case Western Reserve University community who are or have previously experienced discrimination and harassment, including sex discrimination; and other topics relating to the work of the Office for Equity with the goal that the university community knows what conduct must be reported to the Office for Equity, how to report, what the Office for Equity does with the reported information, and making people feel comfortable reporting to the Office for Equity – because they believe the Office for Equity can help. ESSENTIAL FUNCTIONS Thoroughly, fairly and impartially investigating internal complaints of discrimination and harassment, including sex discrimination and sex-based harassment. (40%) Preparing timely investigation reports, No Contact Directives, supportive measures for students and employees, Equity complaints of discrimination, presentations, memoranda and summaries, and other documents related to matters handled by the Office for Equity. (20%) Problem solving and implementing interim supportive measures for persons experiencing discrimination and harassment and providing educational conversations and training to persons accused of engaging in discrimination and harassment, including sex discrimination and sex-based harassment. (10%) Reviewing student and employee requests for accommodation based on religion, pregnancy, and disability, engaging in the interactive process to identify reasonable accommodations and issuing decisions granting or denying, or modifying, the requests for accommodation. (10%) NONESSENTIAL FUNCTIONS Engaging with the campus community and obtaining invitations to present to students, faculty, and staff on Equity matters. Understand university policies prohibiting discrimination, harassment and retaliation, and mandating accommodation. (5%) Presenting training and education to students, faculty and staff on Equity, human resources-related, equal employment opportunity and other topics relating to discrimination, harassment, retaliation, accommodation, micro-aggressions, sex discrimination, sex-based harassment, race and national origin and other protected class status-based discrimination and harassment. (5%) Understanding university policies prohibiting discrimination, harassment and retaliation, and mandating accommodation, and advising members of the university community about these policies. (5%) Compile information needed to respond to requests for information from within and outside the university. (3%) Keep abreast of current issues, legal cases, laws and changes to rules and regulations affecting approaches to discrimination, harassment, and accommodation. (1%) Handle special projects as assigned by the Vice President - Equity. (1%) CONTACTS Department: Daily contact with vice president for direction and coordination of activities of the Office for Equity, and with students, faculty and staff engaging with the Office of Equity. University: Contact with the University Office of the General Counsel, occasionally for legal advice, requests for information. Contact with Human Resources to coordinate on training and other education program. Contact with offices in Student Affairs, Office of the Provost, University Police, Human Resources, Residence Life and other offices regarding investigations and support of students and employees. Contact with employees/supervisors, faculty and students daily to answer questions and address concerns. External: Callers, including parents and prospective students and employees occasionally for information requests and about pregnancy, disability and religious accommodations. Students: In-person, phone and videoconference contact with students in connection with complaints, concerns, information requests, training, and education. Employees and postdoctoral scholars and fellows: In-person, phone and videoconference contact with employees and postdoctoral scholars and fellows in connection with complaints, concerns, information requests, training, and education. SUPERVISORY RESPONSIBILITY No direct supervision of other employees QUALIFICATIONS Experience: 3 to 5 years of related experience in equity and civil rights work and/or human resources preferably in an academic institution. Demonstrated expertise in conducting interviews and/or investigations in a sensitive and confidential manner. Education: Bachelor's degree in business administration, law, social work, psychology, or related field required. Master's degree or JD required. REQUIRED SKILLS Ability to effectively investigate allegations of discrimination, harassment and requests for accommodation. Ability to develop create and deliver training and educational programs to students, faculty and staff on issues relating to the mission of the Office for Equity. Strong written communications skills, including being able to prepare compelling investigation reports. Strong interpersonal skills and ability communicate in person and remotely. Effective project management, organizational and analytical skills. Must have sense of urgency and ability to meet deadlines in approaching responsibilities. Strong ability to foster positive relationships with varied constituencies and collaborate with others. Knowledge of laws and regulations related to discrimination and harassment of students and employees based on all protected categories and all community members, including Title IX, Title VI, Title VII, ADEA, ADA/Section 504, PDA, PWFA, and other laws and regulations. Willingness to learn and utilize Artificial Intelligence (AI). Demonstrated history of successful support, education, and advocacy for all students, aligned with the values, mission, and messaging of the university, while adhering to the staff policy on conflict of commitment and interest. Ability to meet consistent in-person attendance on campus. Ability to interact with colleagues, supervisors, and customers face to face. Proficient in Google and Microsoft office products; Word, Excel, Access, and PowerPoint. WORKING CONDITIONS General office working conditions. May be required to work some weekends and evenings. May encounter angry and upset individuals. This position is eligible for the staff hybrid work program. #J-18808-Ljbffr