As former Head of People at two fast-growing startups and cofounder of an internationally recognized workplace inclusion strategy firm, I have witnessed first-hand that discussions regarding diversity, equity and inclusion (DEI) are now central to interview processes across industries.
Interviewers ask about DEI to test your knowledge of its significance, using data such as studies that reveal companies with more diverse workforces to have higher financial returns.
Individual Contributor
Individual contributors may work alone on projects or as part of a larger team, but must possess the ability to collaborate effectively with people from diverse backgrounds. They should be adept at recognizing barriers individuals from various groups face and aiding them in overcoming them – this may involve acknowledging differences between males and females, blacks and whites etc.
Companies can support employees in their efforts to promote diversity, equity and inclusion by increasing awareness and providing training programs. Furthermore, hiring a diversity expert may assist employees with engaging more effectively with people from diverse groups.
Numerous organizations have also implemented hiring policies designed to promote a more diverse workforce and increased budgets for training and recruitment efforts. Companies with more diverse workforces tend to be more profitable and competitive; therefore it makes sense for these organizations to make efforts towards ensuring all their employees feel included.
Diversity, equity and inclusion may be familiar concepts among workers; however, many may not fully comprehend their scope and implementation. When discussing diversity initiatives, this typically refers to characteristics like age, gender, race or disability status of populations that make up society; inclusion goes one step further by making sure all groups receive access to resources they require in order to do their jobs efficiently while feeling valued in the workplace.
An inclusive company recognizes the needs of employees who wish to pray or meditate during their day and will give them space in which to do so. Furthermore, such companies recognize there may be individuals who require modest clothing in order to perform their jobs and will offer this as an option.
As organizations make efforts to foster more diversity, equity and inclusion within their workplaces, there has been an increased need for professionals who can aid organizations with implementing such practices. As a result of this surge in demand, Diversity Equity Inclusion (DEI) jobs have become more popular recently both in private sector organizations as well as schools and government agencies alike.
Manager
Diversity equity and inclusion managers’ day-to-day duties depend on their industry, with an aim of creating an equitable workplace that welcomes all people – often led by HR departments. A diversity specialist may serve in an administrative capacity or provide presentations or trainings across multiple divisions or departments simultaneously; additionally they could oversee data collection for reporting purposes such as government compliance requirements or return on investment for diversity programs within an organization.
Diversity encompasses differences that make groups distinctive, such as race, gender, age, national origin, disability status and veteran status. Inclusion refers to the practice of appreciating those differences while providing employees the chance to engage across them – according to research from McKinsey & Co, these efforts help companies innovate and improve performance through innovation and improved performance. Creating a diverse workforce requires leaders to look beyond traditional recruiting strategies in favor of cultivating an environment welcoming to all people – particularly those typically underrepresented at work.
A diversity manager typically oversees a team of diversity, equity and inclusion specialists and serves as the point-of-contact for employee inquiries or complaints about company policies or practices. He or she will often develop new initiatives and resources company-wide so all employees have the knowledge they need for success at work. In an ideal scenario, they’d also build strong partnerships across departments and senior management that enable DEI success within their company.
As when working with DEI issues, language must be handled carefully when working on DEI matters. Some organizations opt to add “equity” before “diversity,” while others choose terms like IDE, DI or DIE instead of prefixed terms like equity and diversity. Whatever approach your organization chooses, make sure everyone involved is clear on their purpose and the interrelationship between terms used.
Human Resources Specialist
Companies seeking to provide more equitable and comfortable work environments are turning increasingly toward diversity, equity and inclusion (DEI) jobs as the need for equitable workplace environments increases. DEI roles focus on helping employees and the company as a whole achieve equality across a spectrum of aspects such as race, age, gender, sexual orientation religion socioeconomic status socioeconomic status socioeconomic status mental physical disabilities as well as socioeconomic status socioeconomic status socioeconomic status socioeconomic status socioeconomic status socioeconomic status socioeconomic status socioeconomic status and mental physical disability. DEI jobs have recently gained momentum since Black Lives Matter movement as social justice issues that impact marginalized groups directly impact them directly.
An DEI specialist is an integral member of any HR team, typically reporting directly to either its director or manager of human resources. These individuals assist with developing overall diversity and inclusion strategies, programs and advancements within their company as well as offering education and training for department managers.
DEI specialists may take on various roles and responsibilities depending on the needs of their organization, but typically their core duties involve implementing recruitment and retention initiatives for underrepresented groups, creating education and training programs, using inclusive hiring practices such as blind resumes and using blind resumes when hiring individuals with disabilities, conducting diversity workshops for staff and communities and monitoring policies to ensure alignment with company commitment to inclusion.
Diversity and inclusion programs can be challenging to implement effectively, yet beneficial for business. One recent study concluded that lack of cultural competence was the primary reason behind organizations losing qualified female applicants. Many organizations have implemented inclusion training to address this problem but this often isn’t sufficient on its own; organizations should instead take more holistic approaches such as mentoring, networking opportunities and employee resource groups in order to maximize success of such initiatives.
Diversity Specialist
Diversity specialists play an essential role in their company, overseeing diversity programs and initiatives as well as training on diversity-related subjects to enable their colleagues to work more efficiently with those from diverse backgrounds and cultures. Their job duties may differ slightly depending on company policies and culture – for instance an accounting firm may use affinity groups centered around outside interests (knitting, sports) to foster workplace harmony while manufacturing companies might prefer inclusion groups with common goals and needs as an approach.
Diversity and inclusion aren’t simply legal requirements – they’re investments in the success of a company. Studies demonstrate that companies with greater gender diversity tend to outshone competitors with less women, and companies with ethnically diverse workforces outperformed those with less diversity. That’s why having dedicated diversity specialists on board is so critical.
These individuals serve as first points of contact for employees with queries or concerns regarding diversity and inclusion issues at their workplace. Additionally, they may be responsible for collecting data and reporting back to HR staff or C-suite executives on progress being made towards diversity and inclusion goals.
Diversity specialists play a pivotal role in shaping how employees view an organization’s commitment to diversity and inclusion, so it comes as no surprise that organizations with dedicated diversity specialists tend to experience lower employee turnover rates and greater commitment overall from employees.
Are You Looking to Become a Diversity and Inclusion Specialist? Start your career off right by earning a bachelor’s degree in either human resources management, business administration or minor studies such as sociology, psychology, communications or minority studies. Also consider earning an advanced degree such as an MBA to hone employee relations and organizational behavior skills more effectively; Grand Canyon University Colangelo College of Business offers several degrees that are perfect for diversity and inclusion careers, such as our MBA with Leadership and Innovation Specialization – fill out our online form now to find out more information!