A Director of Diversity and Inclusion's Job Responsibilities

Diversity and inclusion positions come in all shapes and sizes. There is a good reason why more and more
companies are looking to diversify their workforce. Customers come from all walks of life, and it's important
for your employees to know where they come from. It's not enough to simply hire people of different
ethnicities to show support for your company's diversity. An overview of eight key roles in the field of diversity
and inclusion is provided in this article. These employees will advocate for the company's commitment to
diversity and inclusion.
Before we get started, we need to make a clear distinction between inclusion and diversity. Having employees
from a variety of backgrounds is the goal of diversity. Race, gender, socioeconomic status, religion, age, or
nationality are all examples of this. Inclusion is about making everyone feel at ease. It's pointless to hire people
from all walks of life if the company cafeteria only serves one type of food. No one can support diversity while
yelling at people in the hallway for speaking their native language.

The following are a few jobs that could help your company's diversity and inclusion efforts.

Generally speaking, these positions are not C-level but rather senior. Melonie Parker, Google's Chief Diversity
Officer, has been given a C-level position. Still, her full position at Google is Chief Diversity Officer and Director
of Worker Engagement, although she doesn't make the company's senior management team.

In most cases, these positions are components of the Human Resources department and are responsible for
ensuring that the organization is diverse and inclusive. Diversity and inclusivity or human resources expertise is
required. There are a number of duties that might fall under this umbrella.

Aiming to improve the company's diversity and inclusiveness. In order to encourage diversity at all levels, it's
essential to create growth opportunities and make the place of work a pleasant place to be. Half of your
diverse entry-level workers will depart for better prospects within two years if you spend the time and money
to educate and develop them.

Initiating, funding, and promoting the formation of intra-company networks. Groups such as this are used by
many firms to make workers feel more at ease at work. Groups based on outside activities (knitting, sports) or
traits (such as gender) are commonplace (LGBT, women in business, Black employees organization, etc.).

Controversy abounds with these groupings. Several years ago, Deloitte, a behemoth in the accounting industry,
discontinued all affinity/diversity groups for inclusion groups. People from various ethnicities and genders
were included in groups focusing on objectives and needs instead of being separated by their traits.

It's up to the head of diversity and inclusion to decide which of these strategies is ideal for promoting diversity
and inclusion.

• Developing talent pipelines in conjunction with recruitment. Hiring the same kind of people every year is a
certain way to keep your business running in the same direction year after year. The hiring processes of a
leader who cares about diversity are likely to be expanded or altered in order to include more individuals from
diverse backgrounds. As a result, he or she will appreciate the necessity of diversity in the workplace.

It's worth noting that ethnically diverse employment boards may exist. Is it possible to attract employees of
the same quality from a variety of universities? Is there anything you can do to improve the diversity of your
applicant pool?

Governmental reporting and investment returns are two examples of measurements and reporting on
diversity. While diversity programs may be lauded for the good they do for society as a whole, businesses must
comprehend the effect on their bottom line.
How much of a difference do the training programs make in terms of retaining minority employees? Reduced
attrition, shortened time to fill, and/or other advantages to the organization are the additional funds spent on
recruitment in numerous approaches paying off?

There may be particular reports required by governments, but the head of inclusion and diversity wants these
concrete facts, including the financial effect of diversity initiatives, to be reported to the senior management
team.

• Supervising training and development initiatives. The goal of these initiatives is to broaden the ranks of the
organization's top executives and management teams by promoting a more diverse pool of candidates. Diverse
and inclusive workplaces need a variety of types of training to be successful. As an example, if your
organization is expanding into a new nation, you will need to take the local customs into account. Is it
necessary to teach existing employees in the new business culture, as well as new hires, in the firm's culture?

It's unrealistic to expect the very same programs that work well in one continent to work perfectly on another.
It is essential to understand and prepare for diversity and inclusion in order to succeed.

A job's specific description will, of course, vary greatly based on the firm. Instead of focusing on recruiting and
retaining staff, many colleges and institutions have an executive diversity and inclusion post tasked with
attracting and retaining students and creating student organizations. When it comes to fostering diversity
among students and employees, the methods may change, but the aim remains the same.

Mid-career employees are more likely to occupy these positions than senior employees. One company's senior
diversity officer is supported by this post, but at others, this is the most important function in diversity and
inclusion and reports directly to the HR director.

A company's emphasis on diversity may be seen in this example. When it comes to senior leadership meetings,
a Vice President is more likely to attend, while the head of HR is more likely to represent the diversity function.

A project-based employment may be possible if this position reports to the senior director of diversity. It's
possible for an individual to manage a specific function, such as leadership training, as well as provide general
guidance across a number of different areas (speaking with business partners, recruiters, and line management
about diversity within their organizations).

The people who actually do the work are often found alongside those in positions of leadership. There are two
roles in a data analysis team: that of a data manager and that of a data analyst.

A trainer may be responsible for developing and delivering the company's overall training program.
Coordinating the implementation of senior leadership's plans will be a coordinator's primary responsibility.

Individual departments may also have dedicated ranks for this type of role in furthermore to these specific
roles. While diversity and inclusion may not be the primary focus of an individual recruiter's job, they may be
responsible for making sure that a company's recruiting strategy is diverse enough to attract top talent.
Intercultural and multiethnic relationships may also be taught by a company's technical trainer.

Finishing up

There are a variety of ways to implement diversity and inclusion in the workplace. It's up to each business to
decide how to handle it, based on local regulations. If you're looking for a way to get involved in your
company's diversity and inclusion efforts, this list can serve as a starting point.