If you are in the DEI space.
If you are a CEO participating in a DEI committee.
If you are a new Chief Diversity Officer.
If you are an ally to someone in an underrepresented group.
If you are part of a DEI Task Force or ERG.
This article is worth the 5 minutes to read. When I read it, I thought it was written in 2021…it’s from 2019, which makes it even sadder for me.
DEI is an $8B business.
Everyday a new CDO is broadcast on my LinkedIn feed.
There are over 220,000 DEI jobs listed on LinkedIn.
Companies are hiring diversity candidates, their average tenure is 11 MONTHS.
Nothing has changed. Maybe nothing is too broad…ok, very little has actually changed since this resurgence.
We can do better.
Be a real ally.
Hold people accountable.
Be honest – if you aren’t interested in being more diverse, don’t hire people of color. You will waste everyone’s time.
If you say you are making DEI a priority and then do the opposite, you actually do more harm.
CEO’s: DEI is the right thing to do for your company. Stick with it…give DEI leaders a budget. Have the DEI leader report directly into you – not HR or anyone else. Give them data and give them resources. Listen to your diverse hires – they will tell you what it’s like for them. Remove resistors – they will derail all the good.
We can make a difference. Change is possible. It will require some uncomfortable conversations. It will require putting a mirror up. It will take a village…we all play a role!
Hire a consultant to drive it for you – they know how to navigate the process and they will tell you the truth – objectively.
