Chief Diversity Officer
In this episode of Inclusion Unscripted, join Margaret Spence as she discusses the importance of valuing Chief Diversity Officers.
After twelve months of socially responsible Chief Diversity Officer and Diversity Director hiring, why are CDOs walking out the door to start their own consulting company or move on to new opportunities?
If I didn’t know better, you’d think CDO are saying to organization take your job and shove it – I will not participate in your written sanitized script. The lack of substantive change is palpable! The privilege to say, “you don’t have your “stuff” together, I’m not willing to participate in the window dressing, and I’m not doing this thankless job anymore.” The privilege to quit is a decision tree and mental gymnastics for Black CDOs.
Why should we keep doing the clean-up DEI jobs if you don’t want to change substantive diversity and inclusion policies? If you have the money to hire to CDO, you should figure out how to retain them. In today’s episode, we will talk about what it will take to become a resilient, strategic, and successful CDO and Why survival isn’t enough.
• What is the definition of success for CDOs?
• What were the expectations that organizations had when they hired a CDO?
• What happens after Chief Diversity Officer gets hired?
• Why are they leaving?
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We’ll also discuss why I think CDOs must have a seat on corporate boards to be effective.
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