Five tips to help design the role of diversity manager

November 7, 2022 – A diverse workforce is critical to an organization’s success. And when it comes to building strong teams, successful organizations focus on developing a more inclusive culture that welcomes and supports diverse leaders and talent. Many companies have created diversity, equity and inclusion roles to align with their strategic goals and create a sense of belonging for employees. These goals often center on diversifying the workforce, expanding supplier diversity, and improving employee engagement.

Many studies show that diverse teams are more innovative and successful than their homogeneous counterparts. Developing a belonging-centric culture increases psychological safety and overall team engagement, which accelerates performance on several key metrics: diverse teams are 35% more likely to outperform their competitors; they earn 19% higher incomes; their performance shows a 56% increase; and they have 50% less turnover.

As the job market becomes more competitive, DEI jobs are increasingly in demand. With candidates being wooed for multiple opportunities at once, companies need to be aware when considering the cadre for positions like that of diversity manager. In a new report, Sally Stetson of the Salveson Stetson Group offers five key tips to guide you in your preparation to enter the talent market for this important role:

1. Commitment to God

Diversity managers need to understand how committed your company is to DEI, where the organization stands, and whether there is leadership and board sponsorship. “Strong organizations do more than bring people to the table,” said Salveson Stetson Group. “They back this commitment with measurable goals, accountability and resources to ensure the work is sustainable.”

2. DEI job titles

DEI is a growth area where you can choose the best title for your organization using some of the most common titles available in the job market. The most popular job titles for diversity, equity and inclusion include:

  • Head of Diversity—Chief DE&I, responsible for diversity, inclusion and belonging.
  • Vice President of Diversity—VP of DE&I, VP of Culture, VP of Inclusion and Belonging.
  • Director of Diversity, Equity and Inclusion—Director of Diversity, Director of Culture.

DEI titles generally vary depending on the size of the organization.

Related: Achieving Diversity in Private Equity

3. To whom does the Diversity Director report?

The CDO may report directly to the CEO, COO, CHRO and sometimes to the vice president of talent, Salveson Stetson Group said. In all cases, candidates want to know precisely why the existing reporting relationship exists, whether they have access to executives at all levels, how progress and concerns are reported to the board, and how the success will be measured.

4. Individual Contributor vs Manager

Organizations just beginning their DEI journey can design the position to serve as an individual contributor with more grassroots support within the organization. Larger and more advanced organizations tend to have a DEI team reporting to a leader. “Depending on your goals, you will need to decide the level of support required for the DEI leader to have a positive impact on the business and achieve positive results,” the report states.


Diversity and Inclusion Trends for 2023
Clients these days care more about hiring D&I because it’s the right thing to do rather than for financial reasons, according to a new report from Sheffield Haworth. Companies are also showing a growing willingness to measure the effectiveness of their diversity efforts and find practical solutions to problems.


Considerations include: Will the DEI leader have access to other counseling resources or colleagues to do the work? Is the organization open to adding team members to meet the needs of a DEI strategy? What is the budget to support the strategy and priorities?

5. DEI Leadership Skills

Some candidates gained their DEI experience while working in human resources, and others transitioned into DEI roles from other functional areas, including marketing, operations, and more. basic skills versus experience.

“As with any position, candidates want to ensure they are aligned with the company’s vision, business goals and overall approach,” the report states. “However, with DEI roles, this is heightened. DEI leaders want to work with companies that are open to thinking differently, operating transparently, and focusing on workforce diversity at all levels.

“As you begin recruiting your next diversity director, keep these five critical considerations in mind to find the right candidate – someone who will align with your vision, drive results, and move your DEI journey forward. organization,” the report said.

Proven Research Consultants

Founded in 1996 by John Salveson and Mrs. Stetson, today the Salveson Stetson Group is a multi-specialty search firm that places senior executives in a wide range of business roles including: general management, sales, marketing, finance, operations and human resources. . The firm has several specialized practices in human resources and finance, with specialized practices in the life sciences and wholesale distribution sectors.

Ms. Stetson brings over two decades of experience as an executive search consultant. She has worked in a variety of industries including life sciences and pharmaceuticals, healthcare systems, manufacturing, telecommunications, non-profit and professional services. Ms. Stetson is also practice leader for the firm’s specialized human resources practice. Prior to co-founding her firm, Ms. Stetson served as Vice President of Client Services for Right Management Consultants and Vice President of WK Gray and Associates, an executive search firm. She has also held leadership positions in human resource management at Thomas Jefferson University.

Related: The Importance of Setting Appropriate Diversity Goals

Contributed by Scott A. Scanlon, Editor; Dale M. Zupsansky, editor; and Stephen Sawicki, Editor – Hunt Scanlon Media

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