. And in many cases, it has a lot to do with how companies are incorporating the chief diversity officer’s role or rather, how many of them really aren’t.
“And if you think of it, even in the name, do you know of any other title in an organization that has chief in it who is not part of the top leadership team and who does not report directly into the CEO? I don’t know of any other one but this one, who very rarely reports into the CEO, and even when they report into the CEO, they are not of the top leadership team,” she added.
Companies really need to think about, she continued, “the way in which we define the scope of the role, in the way in which we give the resources, the reporting line, the preeminence of the role and in the way in which we assign the responsibility of the role, which is not at all [for the chief diversity officer] to bear the accountability for the diversity, equity and inclusion of the organization — this is everybody’s job in the organization — but rather as a person who orchestrates the...
What’s more, she added, companies fail to acknowledge the realities of that individual’s own dealings with race in the world beyond their office. “And even if there’s not a blatant inequity to actually identify [it’s important to examine] where there’s opportunities to embed DE&I, not as a checkpoint, but actually as a strategic reinforcement that your brand is speaking broadly to the right people in the right tone, that your business is operating in a way that will maximize sales across all demographics, which is ultimately the goal,” she added.
Thirty-one percent said DEI is “mostly integrated,” while 45 percent said it’s “somewhat integrated,” with the main focus being on compliance. As much as 18 percent said there’s no DEI integration, no vision, strategy or business case exists and there is little or no leadership involvement. “I had one woman, she was African American, and she told me that for a previous role she met with six people all on the executive team, four of whom where men, two of whom were women and all were white. And she said each one of them told her that they felt the company was doing an above average job [when it came to DEI], maybe not great but doing OK for where they are because they had seen almost no DEI employee relations-related issues in the company’s history,” Taylor explained.
“It’s kind of the expected lack of resources, lack of funding. I think especially lack of a team or support. It’s far too common that companies bring in a chief diversity officer and it’s a team of one or a team of two and they’re expected to just come in and work their magic and somehow increase theirCompanies, if they want the diversity results they’ve loudly committed to and posted all over social media in recent years, are going to have to do better.
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