Should We Get Rid of Designated Diversity Roles?
Posted: Wed Jan 08, 2025 4:33 am
What exactly is the role of a diversity officer and are they an essential piece to every workplace? Should there not be a little part of “diversity officer” built into our hiring managers/selves to begin with? Do we have to physically eat a honey roasted dinner of “diversity officer” plated on a gold table of equality to make recruiters hire for not only diversity but talent as well? Can’t we do all of this without designating a specific “role” for it?
With the recent news around Twitter’s new Diversity Chief (if ever there were a misnomer for a role…) we thought we’d take a look at the factoids:
Diversity officers, what are they?
Diversity officers are designated employees set with the task of ensuring the company both hires and maintains diversity within the workplace.
What do employees think about diversity?
According to a diversity hiring survey by Glassdoor, employees feel deeply about diversity in the office. 57% of people think their company should be doing more to increase diversity among its workforce.
In that same survey, 45% of people said the hiring managers were seated in the honduras whatsapp phone number best spot to increase workplace diversity. 42% said the CEO is in the best seat, 40% said Human Resources and 23% said employees were responsible for heightening diversity in the office.
Your employees want diversity, in the wake of the democratic debate quiet man Martin O’Malley said something eye-opening about people under 30.
“Talk to our people under 30. You’ll never find among them people who want to bash immigrants, people who want to deny rights to gay couples. That tells me we are moving to a more connected, generous, compassionate place, and we need to speak to the goodness within our country.” — Martin O’Malley Governor of Maryland
Why is this significant? Because the majority of people O’Malley was talking about, will be heading the workforce, sooner rather than later. The U.S. Bureau of Labor Statistics predicts that by 2015 millennials will overtake 75% of the workforce by 2030.
Big picture, “managing diversity” vs. “managing”
How is managing diversity different from just straight up managing? Well, managing diversity is a distinct subcategory of managing, in that it is strictly for hiring and maintaining diversity in the workplace and making sure diversity is not lost through the rough terrain of the bustling workplace. The diversity officer also ensures that once they bring new people on, that they stay on task and are taken care of in an appropriate manner, while optimizing company time and money.
With the recent news around Twitter’s new Diversity Chief (if ever there were a misnomer for a role…) we thought we’d take a look at the factoids:
Diversity officers, what are they?
Diversity officers are designated employees set with the task of ensuring the company both hires and maintains diversity within the workplace.
What do employees think about diversity?
According to a diversity hiring survey by Glassdoor, employees feel deeply about diversity in the office. 57% of people think their company should be doing more to increase diversity among its workforce.
In that same survey, 45% of people said the hiring managers were seated in the honduras whatsapp phone number best spot to increase workplace diversity. 42% said the CEO is in the best seat, 40% said Human Resources and 23% said employees were responsible for heightening diversity in the office.
Your employees want diversity, in the wake of the democratic debate quiet man Martin O’Malley said something eye-opening about people under 30.
“Talk to our people under 30. You’ll never find among them people who want to bash immigrants, people who want to deny rights to gay couples. That tells me we are moving to a more connected, generous, compassionate place, and we need to speak to the goodness within our country.” — Martin O’Malley Governor of Maryland
Why is this significant? Because the majority of people O’Malley was talking about, will be heading the workforce, sooner rather than later. The U.S. Bureau of Labor Statistics predicts that by 2015 millennials will overtake 75% of the workforce by 2030.
Big picture, “managing diversity” vs. “managing”
How is managing diversity different from just straight up managing? Well, managing diversity is a distinct subcategory of managing, in that it is strictly for hiring and maintaining diversity in the workplace and making sure diversity is not lost through the rough terrain of the bustling workplace. The diversity officer also ensures that once they bring new people on, that they stay on task and are taken care of in an appropriate manner, while optimizing company time and money.