Chief Diversity Officers Need The Power To Make Decisions and Drive Culture Change
I was very impressed years ago when he first Chief Diversity Officer I met reported directly to the CEO, had the ear and trust of the CDO did not report to HR, but partnered with HR.
In the last few months, I’ve ran into several people with the title of CDO who report to HR and barely had budgets for “Lunch and Learns.”
If the leadership of the organization understands the business of diversity and inclusion then the Chief Diversity Officer needs the full backing and support of the CEO.
The CDO must:
• be entrusted to drive culture to be fully inclusive of everyone, including hourly employees who are often left out
• develop and have the power to implement ways for organizations to be more culturally intelligent
• have the power, knowledge and skills to be diversity managers and leverage the diverse skills, knowledge and experience of all employees for individual and organizational success (as Roosevelt Thomas wrote about in “World Class Diversity Management.)