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Chief Diversity Officer is both the Hottest and Toughest job

What does a chief diversity officer do? Why is Chief Diversity officer important? Do you need to hire a Diversity & Inclusion Leader?

What does a Chief Diversity Officer do?

A Chief Diversity Officer is an experienced diversity leader to lead and be accountable to an organization on everything equity, diversity, & inclusion. The Chief Diversity Officer is a strategic leader, thought partner and implementer who will connect the dots between diversity and inclusion efforts across the organization. Typically, early in their tenure, the Chief Diversity Officer will develop a comprehensive organization-wide strategic diversity and inclusion plan; develop training programs for faculty, staff and students; review and assess the impact and effectiveness of diversity and inclusion programs; and serve as a leader in the organization. An organization that hires a Chief Diversity Officer can be government, a university, for-profit corporation, charities, or any non-profit organization. The CDO will serve as a champion for Equity, Diversity and Inclusion initiatives. The CDO will work with leadership, management, staff and senior leadership to further a more vibrant, inclusive, and supportive environment for underrepresented and all members of the organization.

A Chief Diversity Officer is a senior position and usually reports to the president, Chief Operation Officer, or Chief Human Resources Officer depends on the organization structure. In universities, the Chief Diversity Officer usually reports to the Principal of the University.

Who is Hiring for Chief Diversity Officers?

Check out the latest Chief Diversity and Inclusion Officer job

Why is Chief Diversity Officer will be the hottest job in HR right now?

According to HR thought leader Josh Bersin, the Chief Diversity Officer will be the strategic partner to the CEO, rather than just an HR program. However, it is also going to be the toughest job as well. There are at least there are 9 dimensions to diversity (age, gender, religion, sexual orientation, race, ethnicity, class, disability, and nationality). Each of the dimension will require special treatments and specialties.

Why is the Chief Diversity Officer job is a tough job?

As above, there are so many different types of diversity, and most senior leaders think they understand diversity, plus it is hard to measure diversity.

So basically it is a job that can get criticized a lot, but the scope is very board, and it is hard to measure, and also everyone thinks they know enough to be dangerous.

And until now, most of the diversity and inclusion functions in small and large corporations are underfunded.

Chief Diversity Officer Job Description and Responsibilities Samples


Essential duties and responsibilities include the following:

  • The Chief Diversity Officer will lead the Committee on Diversity, Equity and Inclusion to plan and implement an organization’s diversity initiatives and activities that interact readily and effectively with student affinity groups; students, faculty and staff from underrepresented populations; and all members of the organization community.
  • The Chief Diversity Officer will serve as a leading expert in providing DEI educational programs, to the employee population.
  • The Chief Diversity Officer will have a strong commitment to the organization’s goals and objectives of providing quality programs, academic offerings, pedagogical support and direct service to customers.
  • The Chief Diversity Officer will work with the organization Bias Incident Response Team to respond and investigate bias related incidents, and make strategic and proactive recommendations based on outcomes.
  • The Chief Diversity Officer will facilitate opportunities for faculty and staff training, collaborate with human resources to enhance recruitment, hiring, promotion and retention of diverse faculty and staff, and provide support to employees with diverse experiences and backgrounds.
  • The Chief Diversity Officer will Maintain knowledge on current and emerging developments/trends for assigned area(s) of responsibility, assesses the impact, and collaborates with senior management to incorporate new trends and developments in current and future strategies.
  • The Chief Diversity Officer will direct and enhance organizational initiatives by positively influencing and supporting change management and/or departmental/enterprise initiatives within assigned area(s) of responsibility.
  • The Chief Diversity Officer provides subject matter expertise to team members and applicable internal/external stakeholders on complex assignments/projects for his/her assigned area(s) of responsibility.
  • In collaboration with HR Centers of Excellence & Business Leaders, develop and implement specific enterprise diversity objectives, and business plans to align inclusion initiatives with business strategies & metrics focusing on the workplace, workforce, marketplace & community.
  • The Chief Diversity Officer will ensure diversity outcome is reflected in the workforce/workplace & in business activities, including marketing materials, suppliers/vendors & community-facing efforts.
  • The Chief Diversity Officer builds relationships with leaders, stakeholders & HR colleagues to drive diversity-related messages throughout the organization.
  • The Chief Diversity Officer will educate, partner, consult, and collaborate with business and HR areas to effectively build, incorporate, and manage business corporate inclusion initiatives.
  • The Chief Diversity Officer will Partner with Corporate functions and initiate the development of Supplier Diversity strategies to support diversity and inclusion needs & demands based on current & future business needs.
  • The Chief Diversity Officer will Collaborate with the corporate communications team to create communications to increase diversity and inclusion awareness.
  • The Chief Diversity Officer will serve as a change agent, consultant, thought-leader, influencer & SME on diversity and inclusion related issues that impact the enterprise.
  • The Chief Diversity Officer will Identify, develop & foster relationships with relevant external organizations, thought leaders, partners & vendors.
  • The Chief Diversity Officer will Participate in and lead vendor selection, evaluation & education processes.
  • The Chief Diversity Officer will Manage, monitor and report supplier diversity program performance and trends. Develop & implement best practices for diversity and inclusion action planning. Ensure business accountability for follow up.
  • The Chief Diversity Officer will develop tracking strategies to monitor and evaluate the impact and ROI of initiatives; develop reports on program effectiveness and make recommendations for program enhancement and improvement.
  • The Chief Diversity Officer will design & implement metrics, monitoring & reporting systems to effectively benchmark organizational progress in Diversity & Inclusion.
  • The Chief Diversity Officer will Collaborate with HR Business Partners, HR Centers of Excellence and business leaders to measure and evaluate the effectiveness of Diversity & Inclusion programs.
  • The Chief Diversity Officer will Work with senior leadership in designing and implementing institution-wide changes to ensure diversity, equity and respect for all teammates and patients. Identifies areas of opportunity, develop recommended courses of action, secures senior leadership approval and drives implementation.
  • The Chief Diversity Officer will Lead strategic, innovative initiatives that institutionalize diversity, inclusion and equity throughout all aspects of organization operations.
  • The Chief Diversity Officer will provide strategic oversight of the Language Access Department to assure the provision of quality, timely, and cost-effective interpretation and translation services through trained interpreters, translators, and the effective use of technology.
  • The Chief Diversity Officer will Provide executive oversight of organization’s supplier diversity strategy. Works across the enterprise and community to promote opportunities for spend with supplier diversity businesses and addresses barriers where they exist.
  • The Chief Diversity Officer will Advocate for and provides executive oversite of diverse spheres of influence such as diversity councils, system resource groups, and teammate networks and ensures their strategic impact on the system.
  • The Chief Diversity Officer will Collaborate with other members of leadership to develop and maintain strategic partnerships with community organizations and other entities as appropriate. Represents the organization with external organizations regarding diversity issues that affect the health system and community and works to build the organization’s brand and reputation for diversity.
  • The Chief Diversity Officer will develop diversity and inclusion metrics and devises ongoing measures that support the evolution of diversity and inclusion as cultural anchors. Benchmarks and provides avenues for implementation of best-in-class strategies in organization strategies and programs.
  • The Chief Diversity Officer oversees System Affirmative Action Plans, educates business unit leaders and develops goals.

Chief Diversity Officer Job Competencies

Here are some examples of CDO leadership competencies.

  • Diversity & Inclusion: Expert in Diversity and Inclusion knowledge.
  • Talent Management: Selects, develops, optimizes, and retains diverse talent to achieve individual, team, and organizational objectives.
  • Teammate Engagement: Develops and implements actions to improve and sustain teammates’ commitment. Sustains engagement at the 75th percentile.
  • Continuous Improvement: Identifies and implements actions to improve existing processes, practices, behaviours and LEAN tools to achieve organizational objectives.
  • Financial Management: Develops and implements budget targets to achieve organizational objectives.
  • Supporting Standards: Sets the tone for the System’s culture by modelling and monitoring the adherence of the Code of Business Conduct.

Chief Diversity Officer Resources and Learning Materials

Best Chief Diversity Officer Videos

https://www.youtube.com/watch?v=8kFVzlB_6i0

Is there any other job roles and responsibilities that I miss? Please let me know below.

FAQ about the Chief Diversity Officer role

A Chief Diversity Officer is an experienced diversity leader to lead and be accountable to an organization on everything equity, diversity, & inclusion. The Chief Diversity Officer is a strategic leader, thought partner and implementer who will connect the dots between diversity and inclusion efforts across the organization.

An organization that hires a Chief Diversity Officer can be government, a university, for-profit corporation, charities, or any non-profit organization. The CDO will serve as a champion for Equity, Diversity and Inclusion initiatives.

A Chief Diversity Officer is a senior position and usually reports to the president, Chief Operation Officer, or Chief Human Resources Officer depends on the organization structure. In universities, the Chief Diversity Officer usually reports to the Principal of the University.

A Chief Diversity Officer is an experienced diversity leader to lead and be accountable to an organization on everything equity, diversity, & inclusion. The Chief Diversity Officer is a strategic leader, thought partner and implementer who will connect the dots between diversity and inclusion efforts across the organization.

A Chief Diversity Officer is a c-suite level or usually someone who reports to a c-suite. The typical salary of a Chief Diversity Office ranges between USD $130,000 – $200,000.

Diversity Jobs & Chief Diversity Officers

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Chief Diversity Officer Job Description Sample

A good job description for Chief Diversity and Inclusion Officer should contain

  • Chief Diversity Officer role (daily duties and requirements)
  • DEI organization team (including reporting structure and a diversity mission statement)
  • Chief Diversity Officer priorities
  • Chief Diversity Officer salary range (including bonuses available for meeting diversity goals)

Core Responsibilities:

·       As the most senior executive dedicated to creating a more inclusive and diverse team, you will actively participate in setting companywide Diversity, Equity & Inclusion (DEI) strategy

·       Partner with Organizational Development & Training and Talent Acquisition teams to shape and communicate guidelines for hiring managers on inclusive hiring practices and ongoing development opportunities for people through Learning and Development investments

·       Partner with Diversity & Inclusion Committee to advance alignment on objectives

·       Work directly with every member of Senior Leadership team to define strategies and objectives for their teams and business

·       Interact directly with our CEO to inform strategic investments

·       Be accountable to Board of Directors on commitments and advancement on inclusive and diverse practices and representation

Strategy

·       Lead the shaping of a system vision and a compelling message for DEI by creating aspirational goals, plans for change, and assessment of initiatives

·       Contribute to the broader global Human Capital vision, strategy, and execution of initiatives helping ensure the strategic goals align as appropriate across the broader organization

·       Plan, guide and advise executive officers on DEI

·       Skilled in translating external and internal trends into innovative and creative practices

·       Work with executive officers to define strategies and support objectives for their teams

·       Communicate cohesive, integrated strategy roadmap as well as progress towards DEI to the Board, executive officers and all levels of leadership

·       Serve as a strategic diversity subject matter expert to senior leadership focused on transformation

·       Partner with Senior Leadership to develop and execute best practices that promote employee engagement and foster a high-performing global workforce that contributes to the company’s strategic growth

·       Establish trust and credibility with leaders as a valuable sounding board on organizational and talent issues. Recommend and design organizational changes to optimize organization and talent.

Talent Acquisition Process

·       Assess the current state of the Talent Acquisition team and global objectives with regard to diversity and representation

·       In partnership with the Talent Acquisition leader, develop a diverse recruitment strategy. This may include job posting optimization, recruiting marketing channel development, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning targeted and new and more diverse talent pools

·       Through an understanding of key talent markets, support the creation of targeted recruitment approaches

·       Manage and create strategies for social assets (company website, LinkedIn, Glassdoor, etc.) that complement brand strategy, Talent Acquisition strategy and support DEI efforts and objectives

KPIs And Measurements

·       Recommend and drive employee experience and engagement objectives with regard to inclusion

·       Recommend and drive representation metrics globally, by region and by business unit

·       Advance and iterate DEI scorecard and approach to measure key performance indicators based on strategy and objectives

·       Collect and use data to assess programs and increase shared accountability

·       Use metrics and business judgment to analyze complex situations, diagnose the root cause, and recommend appropriate plans to optimize talent, structure, and culture

Cross-team Collaboration/Partnership

·       Form and cultivate strategic partnerships with individuals and organizations outside the company to help further its diversity agenda

·       Collaborate on programs and initiatives to improve recruitment, development and retention of a high-performing diverse and inclusive workforce

·       Recommend and advocate for DEI policies, management, and decision making to reflect inclusive leadership. Education is a key part of this role.

·       Develop and collaborate with leaders on processes and systems to hold leaders accountable for their support, implementation and ownership of DEI in their departments

·       Collaborate with key executives to assist in shaping their roles as champions and advocates for DEI both internally and externally

·       Collaborate with leaders to build an inclusive brand and culture that attracts diverse talent as the best place to work

·       Support existing and newly forming ERGs

·       Participate as a key member of the Human Capital Leadership team and a key partner to the Global Talent Acquisition leader

·       Partner with the centers of excellence to proactively contribute to the creation, development, and roll-out of global processes and programs including new programs that are designed to meet the current and future DEI needs of the organization.

Execution

·       Ability to influence and drive action at all levels of the organization

·       Evaluate DEI efforts by identifying areas for improvement, directing future programs and assessing the achievement of annual plan goals

·       Assess the multi-generational impact of people practices on DEI, and work with Human Resources to evolve practices and metrics in recruitment, talent management, total rewards, and employee engagement

·       Draws on research, scholarship, and information on national and international trends to develop and support innovative programs and policies relevant to DEI

Leadership

·       Ability to Influence across the company to design, implement and measure the success of efforts across the system

·       Create a collaborative, supportive, and high-performance culture that supports DEI efforts

·       Ability to influence a broad group of stakeholders, partners and senior leaders without direct authority – a team-oriented consensus builder who understands how to achieve buy-in from different leaders, builds bridges, and designs mutually beneficial solutions across the company

·       Committed to increasing equity and justice as well as furthering and improving the lived experiences of employees related to equity

Communication

·       Demonstrate communication and conflict-resolution skills needed to navigate socially and politically-charged situations to resolve problems, build consensus, and reconcile competing interests

·       Interpersonal strengths of an open-minded, strategic, creative thinker and active listener who can mediate diverse opinions to address shared needs

·       Facilitate group discussions and town hall meetings

·       Create and implement communication strategies and content management for training, web resources, social media and print materials to support DEI and related initiatives

·       Serve as a spokesperson on matters related to DEI

·       Support executive officers on decision making and messaging on matters related to DEI

·       Work with diverse populations and establish rapport and trust with diverse audiences

·       Understanding and sensitivity to diverse socio-economic, ethnic, religious and cultural background, disabilities, and sexual orientation of members, partners and staff

·       Measure and communicate results against committed DEI actions, to ensure meaningful progress towards DEI and strategic business goals

What Would Make You a Good Candidate for the Role:

·       Master’s degree from an accredited college/university

·       Minimum Twelve (12) years of progressive experience advancing diversity, equity, and inclusion in a complex organization, including a minimum of 8 years in a leadership role

·       Experience working with multiple partners to develop multi-year strategy plans, identify appropriate resources and partnerships needed, and develop milestones to ensure continued progress and delivery of desired outcomes

·       Experience partnering with Senior Management to understand how to effectively align leaders around DEI objectives

·       Proven experience in developing, implementing and assessing DEI strategies, initiatives and programs

·       Deep knowledge of best practices in DEI including expertise and comfort in facilitating meaningful and difficult conversations with a wide range of stakeholders

·       Confidence in influencing and interacting with executives

·       Demonstrated cross-cultural competencies, including strong emotional intelligence, influencing skills and the ability to engage and build relationships with underrepresented communities, and wide range of internal and external stakeholders

·       Consistent record of advancing equity and justice initiatives that reveals the ability to develop and implement successful strategies and initiative

·       High capability in guiding organizations through periods of change

·       Comfortable challenging the status quo with a passion to deliver results in a dynamic environment

·       Ability to partner on strategic issues and policies to bring best practices to critical parts of organizational culture

·       Able to exercise excellent professional judgment

·       Proven ability to work effectively on a team, providing support to other team members

·       Proven leadership abilities to influence, motivate, coach, and develop others

·       Highly analytical with proven problem-solving skills including the ability to diagnose the root cause

·       Excellent judgment and a high degree of integrity

·       Experience contributing to the success of mergers/acquisitions

·       Proven ability to work effectively with remote multiple sites over great distances

·       Ability to effectively utilize collaboration technologies

Chief Diversity Officer Job Description

Jessica M

Scope
Impact
Social Impact
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About the author

Jess Man

Jessica is the Editor-in-Chief and Senior Diversity Advisor at Diversity Social. Jessica has over 10 years of working with and advising employers to be more diverse and create an inclusive working environment.
Jessica's experience spans private and non-profit sectors in multiple industries.
Jessica's expertise experience is beyond Diversity & Inclusion, she is also a certified professional IT recruiter in Data & Analytics, Database administration, Artificial Intelligence area.