A chief diversity officer is an architect of a business’s diversity, equity, and inclusion (DEI) programs. This executive creates strategies to create an environment for diverse hiring at the organization and diversity training programs for workers.
They implement fair practices and check results to evaluate progress. The final goal of this role is to ensure an equitable work environment for all employees.
The Chief Diversity Officer (CDO) ‘s main role is to ensure that the organization’s culture values DEI. In addition, the CDO is tasked with being accountable for compliance, advocacy, and the company’s education.
In this article, we will discuss the roles of a chief diversity officer in various departments in elaborate detail. You can modify these descriptions for your organizations as per their relevance.
Chief Diversity Officer Description Example 1 – Corporation
A chief diversity officer is the main person for diversity and inclusion initiatives at the company. This means they are responsible for managing and creating efforts to make the workplace an equal atmosphere for all employees.
They must examine the results of current programs, recommend improvements, and act as a consultant on DEI issues for the rest of the team.
The Officer is expected to:
- Create and manage DEI programs related to recruitment, promotion, pay equality, etc.
- Check results of DEI initiatives to gauge progress and advise improvements to the chief human resources officer.
- Good hiring practices promote diverse talent by implementing diversity programs, collecting and analyzing data, and supporting employees.
- Prepare and manage budgets for approval from the rest of the executive team.
- Stay on top of trends, laws, and other factors influencing DEI programs.
- Represent the organization at industry meetings and events.
- A master’s degree: Although some recruiters are comfortable with a bachelor’s degree, others prefer candidates with a master’s in BA or HR.
- Certifications: Universities and companies have created DEI certification programs. Such programs help managers create more effective DEI initiatives in their organizations.
- Field experience: Perhaps the most useful training for this position occurs on the job. Employers prefer candidates with several years of experience designing and implementing DEI programs.
- Developing strategic initiatives that encourage diversity and inclusion.
- CDOs must develop creative solutions to challenges, whether getting executives on board with equitable salaries or making old HR systems support new initiatives.
- DEI officers need support from the executive team and employees.
- Knowledge of public policy: Changing rules and regulations affect DEI plans in real time. Staying aware of emerging federal and state laws and legislation is essential.
Chief Diversity Officer Description Example 2 – Educational Institutions
The Chief Diversity Officer’s role for Human Resources will champion the value of a diverse and inclusive educational environment and develop a vision and effective strategy to create a culture for equity, diversity, and inclusion.
The Chief Diversity Officer will actively engage students, faculty, and staff to further behaviors, attitudes, and policies that support diversity, equity, and inclusion.
In addition, the CDO will collaborate with college stakeholders to assess barriers and create strategies to recruit and maintain a diverse workforce.
The Chief Diversity Officer will collaborate with stakeholders to assess and recommend training initiatives on disability, sexual harassment, cultural competency, gender differences, and other topics designed to increase awareness and support equity and inclusion values.
The Officer is expected to:
- Plan, guide, and advise the president and executive officers on diversity and affirmative action.
- Collaborate with the college management to create and implement programs to ensure fair and equitable treatment of students, faculty, and staff.
- Implement strategic initiatives, including creating a culture of equity, diversity, and inclusion.
- Partner with campus leaders, faculty, students, staff, and internal and external constituencies to ensure programming supports the college’s values and strategic goals.
- Provide strategic instruction for training initiatives on cultural competency, gender differences, sexual orientation, disability, sexual harassment, and other topics designed to increase support and awareness of equity and inclusion values and maintain compliance with laws in collaboration with stakeholders.
- Promote College commitment to the organization’s diversity initiatives through conversation with the Board of Directors, executives, supervisors, employees, students, and the broader community.
- Manage the Workforce Analysis and oversee compliance, including Affirmative Action for Protected Veterans, Title IX, Equal Employment Opportunity, and other applicable regulations. Oversee EEO and Title IX matters as a result of claims of harassment, discrimination, assault, and any other objections filed by students, faculty, staff, and supervisors. Ensure investigatory process, notification, reporting, and documentation comply with Federal regulations and statutes.
- Serve as the main resource for students and staff on protected class discrimination, harassment, and Title IX issues.
- Establish and maintain an internal reporting system to effectively measure college programs. Assess and monitor program effectiveness and inform management of equal opportunity progress and issues through periodic reports.
- Provide analysis of laws and rules associated with equity, affirmative action, and Title IX and recommend to leadership on College policy and practice.
- Direct the department staff’s work. Hire, evaluate, train, discipline, and recommend dismissal of staff as necessary.
- Gather, research, and analyze data for statistical calculations and reporting to meet federal and state requirements, including creating workforce analysis reports. Conduct annual Climate Survey, analyze results, and make recommendations for action.
- Manage the department budget, including budget proposals, explaining expenses, and monitoring reports.
- Build an organizational culture and new diversity programs and confront any diversity issues.
- Perform other related duties as assigned.
Preferably a Master’s degree in education, social justice, sociology, social anthropology, public administration, human resource management, or any other related field.
Have an extensive amount of experience in performing the duties described above that substitute for the education requirement on a yearly basis.
At least eight years of experience advancing DEI in a complex organization; three years of experience working in affirmative action and EEO compliance functions, including two years of management or supervisory experience.
- Leadership and managerial principles
- Budgeting principles and practices
- Advanced theories and principles related to the area of assignment
- Program management and development principles
- Public administration principles and practices.
- Strategy development and management principles and practices
- Diversity, equity, and inclusion best practices
- Public relations principles
- Higher education principles and practices
- Training methods and best practices
- Policy development and administration principles and practices; including the 1991 Civil Rights Act, the Americans with Disabilities Act, 1964 Civil Rights Act, Title IX of the Education Amendments of 1972, Affirmative Action, Equal Employment Opportunity, and any other applicable laws
- Applicable state, local, and federal codes, laws, rules, and regulations
- Conflict resolution and mediation methods.
Chief Diversity Officer Description Example 3 – Healthcare
The Chief Diversity Officer is the expert on diversity, equity, and inclusivity. The individual will work as the primary resource to the President and CEO, providing guidance and support in goals and initiatives related to the areas of DEI.
The individual will need to collaborate with the seniors and other committee members to develop plans and strategies to support, guide, and actively engage in the procedures that support the DEI endeavors of the Association. The chief diversity officer’s salary will differ as per the experience and role of each individual.
The Officer is expected to:
- Work collaboratively to develop and implement strategies and initiatives that advance diversity and inclusivity within academic nursing.
- Strategically executes the comprehensive DEI strategy and leads the implementation of DEI initiatives.
- Creates and collaborates with implementing communications strategies and content management for training, web resources, social media, and print materials to support DEI initiatives.
- Demonstrates an in-depth understanding of the contexts, cultures, and politics within institutions that impact the implementation and management of effective diversity change efforts.
- Provides thought leadership in creating innovative faculty development programming that incorporates DEI issues.
- Keeps abreast of best practices and trends in DEI and brings that knowledge to inform program and policy development work.
- Communicates internally and externally in verbal and written form the importance of diversity and inclusion to the educational mission of higher education institutions.
- Leads the advancement of professional development in DEI using a variety of programmatic activities.
- Establishes and sustains external stakeholder relationships to advance AACN’s strategic DEI goals.
- Develops and designs appropriate research studies to build the evidence base for DEI strategies.
- Seeks and identifies new funding opportunities to support and advance the DEI agenda.
- Doctoral degree in nursing, education, social justice studies, or a related field.
- At least ten years of related work experience, including five years of experience centered on DEI and seven years in a senior leadership role.
- Exceptional organizational and written and oral communication skills.
- Strong understanding of benchmarks, leading practices, innovations in diversity, equity, and inclusion strategies, and the strengths and issues of things done in the past.
- Ability to track data, strong analytical skills, and aptitude in developing reports and presenting metrics.
- Exceptional leadership skills, and communication skills, both in writing and orally.
- An understanding of how to influence organizational and systemic change.
- Excellent motivational and leadership skills.
- Ability to exercise sound judgment in establishing a good working relationship to coach managers and employees.
- Proficient in MS Outlook, Word, Excel, and PowerPoint.
- Demonstrated ability to organize and prioritize work.