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Inclusion Jobs in Virginia (NOW HIRING)

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Inclusion information

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$21.4K

$82.4K

$165.8K

How much do inclusion jobs pay per year?

As of Aug 3, 2026, the average yearly pay for inclusion in Virginia is $82,440.00, according to ZipRecruiter salary data. Most workers in this role earn between $47,654.00 and $106,978.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as an Inclusion Specialist, and why are they important?

To thrive as an Inclusion Specialist, you need a strong understanding of diversity, equity, and inclusion (DEI) principles, often supported by a degree in human resources, social work, or education. Familiarity with DEI assessment tools, training platforms, and relevant certifications such as Certified Diversity Professional (CDP) are typically required. Outstanding communication, cultural competency, and conflict resolution skills help foster inclusive environments and navigate sensitive issues. These skills ensure effective advocacy for diverse populations and the creation of equitable, supportive workplaces.

What qualifications do you need to work in diversity and inclusion?

To work in diversity and inclusion roles, candidates typically need a bachelor's degree in human resources, social sciences, or related fields, along with strong communication, interpersonal, and cultural competency skills. Relevant experience, certifications such as the Diversity and Inclusion Certificate, and knowledge of employment laws can also enhance qualifications. Many roles require a demonstrated commitment to equity and experience working with diverse populations.

What is an example of a DEI job?

An example of a DEI (Diversity, Equity, and Inclusion) job is a Diversity and Inclusion Manager, who develops strategies to promote workplace diversity, conducts training sessions, and monitors inclusion initiatives. These roles often require strong communication skills, knowledge of HR policies, and experience with diversity programs.

What is the difference between Inclusion vs Accessibility?

AspectInclusionAccessibility
DefinitionCreating environments where all individuals feel valued and supported regardless of differences.Designing products and environments to be usable by people with disabilities.
FocusSocial and cultural integrationPhysical and digital usability
Work EnvironmentPromotes diversity and equal participationEnsures access for users with disabilities
CertificationsDEI certifications, cultural competency trainingADA compliance, WCAG standards

While both Inclusion and Accessibility aim to foster equitable environments, Inclusion emphasizes creating a welcoming culture for all, whereas Accessibility focuses on removing barriers to access for individuals with disabilities. Together, they ensure comprehensive support and participation for everyone.

What are inclusion specialists?

Inclusion specialists are professionals who work to ensure that individuals of all backgrounds, abilities, and identities feel welcomed and supported within organizations, schools, or communities. They develop and implement strategies, policies, and training programs aimed at fostering diversity, equity, and inclusion. Their role often involves collaborating with staff and leadership to address barriers to inclusion, promote cultural competence, and create environments where everyone can thrive.

What people are considered DEI hires?

DEI hires are individuals recruited to promote diversity, equity, and inclusion within an organization. These candidates often come from underrepresented groups based on race, ethnicity, gender, sexual orientation, disability, or other marginalized identities, and organizations may prioritize their hiring to foster a more inclusive workplace environment.

What's a typical day in a DEI job?

A DEI (Diversity, Equity, and Inclusion) professional's day involves developing and implementing initiatives to promote workplace diversity, conducting training sessions, analyzing data on employee demographics, and collaborating with leadership to create inclusive policies. They often use tools like surveys and HR analytics platforms and may attend meetings, workshops, or conferences to stay informed on best practices.

How does an Inclusion Specialist typically collaborate with other departments to promote a more equitable workplace?

Inclusion Specialists often work closely with HR, leadership, and employee resource groups to develop and implement diversity and inclusion initiatives. They may facilitate training sessions, advise on inclusive hiring practices, and help create policies that address barriers to participation. Regular collaboration ensures that inclusion goals are integrated into organizational strategies, allowing for ongoing feedback and continuous improvement. This cross-functional teamwork is essential for creating lasting cultural change within the workplace.
What are the most commonly searched types of Inclusion jobs in Virginia? The most popular types of Inclusion jobs in Virginia are:
Inclusion jobs near you
Infographic showing various Inclusion job openings in Virginia as of July 2026, with employment types broken down into 1% As Needed, 74% Full Time, 21% Part Time, 1% Temporary, 2% Contract, and 1% Nights. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $82,440 per year, or $39.6 per hour.

Director of Equity & Inclusion

Prince William County, VA

VA • On-site

$137K - $219K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 17 days ago

Job description

Salary: $137,274.15 - $219,642.64 Annually
Location : Prince William County, VA
Job Type: Full-Time (FT)
Job Number: 202610703
Department: EXECUTIVE MANAGEMENT
Opening Date: 07/17/2026
Closing Date: 8/12/2026 11:59 PM Eastern
GRADE: E81
Hiring Salary: $151,689.64 - $205,227.16 Annually
Introduction
Prince William County seeks a visionary and collaborative executive to serve as its next Director of Equity & Inclusion. Reporting directly to the County Executive and serving as a member of the Executive Leadership Team, this cabinet-level leader will shape the future of a high-performing, human-centered organization by leading enterprise-wide strategies that strengthen organizational culture, foster inclusive leadership, and promote equitable outcomes for employees and the communities the County serves. This is a unique opportunity to influence organizational transformation at the highest level of County government while partnering with executive leadership, employees, and community stakeholders to build a culture of belonging, innovation, and excellence.
ABOUT THIS ROLE:
The Director of Equity & Inclusion serves as the County's senior executive responsible for leading organizational transformation toward an equitable, inclusive, and human-centered government. Reporting directly to the County Executive and serving as a member of the Executive Leadership Team, this leader provides strategic direction, policy leadership, and operational oversight to advance equity and inclusion across all County departments.
The Director is responsible for developing and implementing a countywide human-centered transformation strategy that embeds equity, inclusion, and belonging into organizational culture, workforce practices, service delivery, and decision-making. This position leads enterprise-wide initiatives that strengthen organizational effectiveness by fostering psychologically safe workplaces, improving employee engagement, and ensuring equitable outcomes for employees and the communities the County serves.
Working collaboratively with executive leadership, department directors, elected officials, employees, Employee Resource Groups (ERGs), and community stakeholders, the Director oversees the County's Equity Impact Statement Assessment (EISA) framework, Annual Equity & Inclusion Report, countywide equity performance measures, key performance indicators (KPIs), and impact statements. The Director establishes accountability systems, leverages data analytics and research to evaluate organizational performance, and provides strategic recommendations that inform policy development, operational improvements, and long-term organizational priorities.
As the County's principal advisor on equity and inclusion strategy, the Director contributes to organizational policies, workforce development initiatives, inclusive leadership practices, and enterprise-wide systems that support a high-performing, people-centered organization. The Director also represents equity and inclusion priorities within the Executive Cabinet and serves as a trusted resource to County leadership on emerging best practices, organizational psychology, change management, and human-centered governance.
MAJOR OBJECTIVES:
During the first year, the Director of Equity & Inclusion will be expected to:
  • Lead the County's human-centered organizational transformation by advancing strategies that strengthen organizational culture, employee engagement, inclusive leadership, and equitable service delivery across all County departments.
  • Advance a culture of accountability and continuous improvement by leveraging data, performance measures, organizational assessments, and employee feedback to drive meaningful and measurable organizational outcomes.
  • Strengthen the County's Equity & Inclusion framework by leading enterprise-wide policies, initiatives, governance, and performance reporting.
  • Build organizational capacity for inclusive leadership by partnering with executive leadership, departments, and Employee Resource Groups (ERGs) to foster psychologically safe workplaces, leadership development, and collaborative decision-making.
  • Enhance community engagement and equitable public service by strengthening partnerships with residents, community organizations, and other stakeholders while promoting equitable access to County programs, services, and resources.
  • Serve as a strategic advisor to the County Executive and Executive Leadership Team by providing thought leadership on equity and inclusion, organizational effectiveness, policy development, and human-centered government.

PREFERENCES:
The successful candidate will be an accomplished executive leader with a proven record of leading enterprise-wide, human-centered organizational transformation within complex organizations. The ideal candidate will possess exceptional interpersonal, cross-cultural communication, and stakeholder engagement skills, with the ability to build trusted relationships across executive leadership, employees, elected officials, and community partners. Politically astute while remaining apolitical, this individual will lead with integrity, discretion, empathy, and professionalism in a dynamic public-sector environment.
The ideal candidate will demonstrate expertise in organizational psychology, process improvement, change management, and inclusive leadership, with proven success using quantitative and qualitative research, data analytics, and performance measures to inform organizational strategy, culture, systems, and policy decisions. Experience leading high-impact, enterprise-wide initiatives, managing competing priorities, and fostering psychologically safe, high-performing workplaces is essential. Experience in local government or another complex, community-facing organization is highly desirable.
MINIMUM REQUIREMENTS:
  • Bachelor's degree along with 8 years of related experience.

PREFERRED EDUCATION AND EXPERIENCE:
  • Master's degree in Public Administration, Organizational Leadership, Organizational Psychology, Civil Rights Laws, or related field.
  • 8-15 years of executive experience leading organizational methods with equity outcomes, human-centered systems, or large-scale transformation efforts.
  • Demonstrated track record of advancing inclusive, data-driven, and human-centered practices in large organizations.

We also offer great benefits, including:
  • Retirement from the Virginia Retirement System (VRS)
  • 401a and 457 retirement savings and investment plans
  • Paid Annual Leave
  • Paid Personal Leave
  • Paid Sick Leave
  • Paid Holidays
  • Optional Group Medical and Dental Health Plans
  • Optional Group Life Insurance
  • An Employee Assistance Program (EAP)
  • Career Development Opportunities

Full-time positions with Prince William County Government qualify for Public Service Loan Forgiveness (PSLF). For more information on PSLF, please click here: PSLF.
NOTE: The above position description is intended to represent only the key areas of responsibility; specific position assignments will vary depending on the department's business needs. To view the class description in its entirety, click
Prince William County is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the County will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.
SEE YOURSELF HERE!
Prince William County Government offers medical plans with corresponding pharmacy and basic vision coverage, as well as dental plans and a separate vision plan.
Full-time and part-time Prince William County Government employees are eligible to participate in our plans; however, the level and cost of benefits depends on the classification of the position.
The following positions do not accrue leave and are not eligible for holidays or other fringe benefits:
  • Temporary
  • Provisional
  • Seasonal employees
Click on the link below to explore our plans and rates.
01
I understand that the information provided on my application is used to determine my qualifications. Information on my resume will not substitute for the education, work experience, and required fields on the County application. Only information provided at the time of the application submission will be considered when determining my qualifications. Only responses to Supplemental Questions that can be verified in my submitted education and work experience will be credited.
  • Yes
  • No

02
Please select the option that best describes your education.
  • Master's Degree or higher
  • Bachelor's Degree
  • Associate's Degree
  • High School Diploma or GED
  • None of the above

03
Please quantify your experience leading and implementing enterprise-wide organizational transformation, equity and inclusion strategies, large-scale organizational change initiatives, and community outreach.
  • Over 15 years of experience
  • 13 - 15 years of experience
  • 10 - 12 years of experience
  • 8 - 9 years of experience
  • Less than 8 years of experience
  • No experience

04
Please quantify your managerial and supervisory experience.
  • Over 15 years of experience
  • 13 - 15 years of experience
  • 10 - 12 years of experience
  • 8 - 9 years of experience
  • Less 8 years of experience
  • No experience

05
Please quantify your experience in developing and delivering Equity and Inclusion training.
  • Over 15 years of experience
  • 13 - 15 years of experience
  • 10 - 12 years of experience
  • 8 - 9 years of experience
  • Less than 8 years of experience
  • No experience

06
From the list below, please indicate any groups you have prior experience working with.
  • Executive Leadership
  • Board Members
  • Elected Officials
  • None of the above

07
Do you have experience creating an equity action plan?
  • Yes
  • No

08
Please indicate if you have a related professional certification.
  • Yes
  • No

09
If you answered yes to the question above, please specify which professional certification you possess. If you answered no, please write N/A.
10
Please select the software with which you are proficient.
  • Microsoft Excel
  • Microsoft Outlook
  • Microsoft Powerpoint
  • Microsoft Word
  • Teams
  • Webex
  • None of the Above

11
Please indicate your experience level in presenting to and communicating with executive leadership, governing bodies, community organizations, and public stakeholders.
  • I have extensive experience presenting to and communicating with executives, governing bodies, and public stakeholders.
  • I have significant experience presenting to and communicating with executives, governing bodies, and public stakeholders.
  • I have moderate experience presenting to and communicating with executives, governing bodies, and public stakeholders.
  • I have limited experience presenting to and communicating with executives, governing bodies, and public stakeholders.
  • I do not have experience presenting to and communicating with executives, governing bodies, and public stakeholders.

12
Please describe your experience using data, organizational assessments, employee engagement, or performance metrics to improve organizational culture, workforce effectiveness, or service delivery.
Required Question

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