Director, Inclusion

  • New York, NY
  • Between $155,000.00 and $175,000.00 USD / Year

Website The New York Times

The mission of The New York Times is to seek the truth and help people understand the world.

The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It’s why we have a world-renowned newsroom that sends journalists to report on the ground from nearly 160 countries. It’s why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it’s why our business strategy centers on making journalism so good that it’s worth paying for.

Job Description

About the Role

Reporting to the VP of Inclusion, you will own and optimize the current strategy for Employee Resource Groups (ERG) while organizing and deploying a new body of work that encompasses all employee-led communities and initiatives.

You will connect weekly with HR leadership and executive sponsors, and present to the HR department regularly.

You will tie together all current employee-centric DEI work and co-author an internal/external narrative in partnership with the Culture & Communications team. You will provide coaching and oversight to employee-led communities to resolve known and unforeseen issues. In partnership with HR leadership, you will inform company policies and operating principles related to employee-led communities. All of this critical work will align with our multi-year DEI commitments and will be complementary to our approach to independent journalism. This is a hybrid position, and you will work out of our NYC headquarters 3 days per week.


  • Model all of the Values and Behaviors of The New York Times and be able to present and consult on culture-related work
  • Build and evolve the execution of a company-wide employee-led communities strategy that enables a globally inclusive employee experience while nourishing relationships with all community leaders
  • Launch and maintain a generalized DEI employee strategy to ensure all employees (across all roles, levels, experiences, and locations) understand and engage with opportunities that contribute to an inclusive workplace beyond employee-led communities
  • Oversee the Executive Sponsor program and build initiatives that support and engage leaders across the business and newsroom increasing their engagement as allies and partners
  • Partner with leaders at The Athletic, Shared Services Center (SSC), College Point to establish the best approaches for employee-led communities
  • Invent and maintain models, systems, and frameworks for employee-led communities that are supportive of our colleague’s needs, our priorities, and DEI commitments that inspire operational efficiency
  • Offer recommendations and forecasts that integrate trends, research, and insights to inform future strategies while receiving support from partners across the organization
  • Refresh and publish new resources to guide and refine employee-led communities including charters, essential processes and resources, best practices, and event planning toolkits in collaboration with community leaders and partners
  • Ensure all work is delivered based on agreed-upon timelines and milestones while managing up and out to partners and leaders to demonstrate progress
  • Produce a remarkable, substantial, and collaborative annual summit for ERG co-chairs, committee leaders, executive sponsors, and community partners
  • Oversee the annual budget for employee-led communities and audit and improve all processes
  • Be an active liaison with employee-led communities to assess and address concerns, and collaborate on generating solutions with important partners across the business to ensure employees are seen, heard, and valued
  • Inform and offer recommendations to our Learning and Development and Employee Success teams to advocate for employee needs in our content and processes
  • Speak publicly and write (internally and externally) about DEI and community-driven work on behalf of The New York Times
  • Bridge the needs of employee-led communities with the priorities of the organization while mitigating risks and building shared wins.
  • Lean into situations that require mediation and swift resolution while moving people and opportunities forward.
  • Connect with employees across the business to ensure data-backed outcomes are implemented and reported to increase transparency.

Basic Qualifications:

  • 10+ years of overall professional work experience such as Diversity & Inclusion, Human Resources, Community Management, or Corporate Strategy.
  • 3+ years of experience managing employee-led communities such as employee resource groups.
  • 3+ years of experience building accessible and inclusive working environments.

Preferred Qualifications:

  • 3+ years of program management experience.
  • Supplemental Education: DEI certifications such as Cornell D&I Certificate Program, Georgetown Diversity & Equity Certificate.

The annual base pay range for this role is between $155,000.00 and $175,000.00.

The New York Times is committed to a diverse and inclusive workforce, one that reflects the varied global community we serve. Our journalism and the products we build in the service of that journalism greatly benefit from a range of perspectives, which can only come from diversity of all types, across our ranks, at all levels of the organization. Achieving true diversity and inclusion is the right thing to do. It is also the smart thing for our business. So we strongly encourage women, veterans, people with disabilities, people of color and gender nonconforming candidates to apply.

The New York Times Company is an Equal Opportunity Employer and does not discriminate on the basis of an individual’s sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Individuals seeking an accommodation for the application or interview process should email  Emails sent for unrelated issues, such as following up on an application, will not receive a response.

The Company will further consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable “Fair Chance” laws.

The New York Times Company follows the pay transparency and non-discrimination provisions outlined by the United States Office of Federal Contract Compliance Programs. Click here for details.

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