Chief Diversity Officer also help increase the ratio of underrepresented populations in company officers without having to change any existing officers.
If the goal is to increase minority positions, then you can do this by hiring new officers to replace attrition. This takes a long time and constraining available candidates for key positions is probably frowned upon.
Or you can add a new position, increasing the denominator and numerator but likely hitting your diversity ratio target (ie going from 1:8 existing officers to 2:9 helps in dashboards and whatnot).
And of course, I think these positions do have the potential to improve topics across the organization.
I think it’s the easiest step to make and makes a non-zero positive effect, so are so common.
Good point. I should have said I suspect non-zero.
The position costs money so it could have negative impact. It is interesting that every CDO I’ve met has been in an underrepresented population, most women, but not all. I doubt it’s a fair hiring system, but I still prefer it over the olden days when the diversity council was a bunch of old people all of the same race and gender. I know that shouldn’t matter as long as they delivered on increasing diversity, but it always seemed funny to me.
If the goal is to increase minority positions, then you can do this by hiring new officers to replace attrition. This takes a long time and constraining available candidates for key positions is probably frowned upon.
Or you can add a new position, increasing the denominator and numerator but likely hitting your diversity ratio target (ie going from 1:8 existing officers to 2:9 helps in dashboards and whatnot).
And of course, I think these positions do have the potential to improve topics across the organization.
I think it’s the easiest step to make and makes a non-zero positive effect, so are so common.