What does a Chief Diversity, Equity and Inclusion Officer/Leader do?

What does a Chief Diversity, Equity and Inclusion Officer/Leader do?

There has been a 67% growth in diversity, equity and inclusion roles over the last five years in EMEA according to Linkedin.

But what does this increasingly important role do, what does a typical day look like, what skills do you need to succeed and where do you find jobs to apply for?

We asked 5 experienced DE&I leaders to help us co-create the job specification below, which reflects the valuable work that they do. We hope that this will help anyone looking to start a career in DE&I to understand the role better, along with organisations looking to recruit a DE&I leader.

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Chief Diversity, Equity and Inclusion Officer/Leader Job Specification

DISCLAIMER: This job specification covers many of the key qualities, areas of experience and behaviours an organisation might seek from a global DE&I leader role. However, we appreciate that every organisation is different, operating in a different context to another, so not every aspect of this job description will apply. In your organisation, for example, the role may have a different title to reflect how it covers wellbeing or sustainability. While the elements below can guide you, working with senior stakeholders to craft exactly what you need is crucial.

Description of the role

We’re looking for someone who can drive the strategic diversity, equity and inclusion agenda at our company. We’re looking for an evidence-led head of D&I with a proven track record for demonstrable change.

The candidate will work in collaboration with multiple stakeholders and oversee diversity and inclusion activities at all levels from the CEO through to employee networks. You’ll be an expert advocate who can equip and educate your team to create the most inclusive experience for our employees.

You’ll be able to formulate a multi-year strategy that means we are both an employer of choice and equipped to meet our business ambitions, breaking this down into annual action plans and articulating this to key stakeholders.

You’ll be up-to-date with current developments in D&I, whether that’s the latest research on societal demographics or relevant legal developments impacting the workplace – and possess the analytical skills to draw insights from them.

You’ll know the importance of attracting the widest possible pool of talent possible, but also know why retaining and progressing diverse talent is imperative for growing our business.

Who you’ll report to

You’ll report directly into our chief people officer, with a dotted line to the chief executive (research from d&i Leaders shows that 59% of D&I professionals report into HR, while 10% report to the chief executive, and a handful to the chief financial officer).

Ultimately, we would like all employs to feel some accountability for D&I, but in the meantime you will liaise with and influence multiple other departments such as internal communications, marketing and talent. You should be able to demonstrate the value of D&I activities to the C-suite, whether that’s a financial win or how this will enhance our culture.

In this role, you will oversee a team that can apply a DEI lens to every aspect of the employee experience. This could include advising on internal and external communications, the suitability of marketing and recruitment campaigns, supporting learning teams to build relevant courses and content, or helping procurement managers and product designers to take an inclusive approach.

Who’s in your team?

You will be managing a team of several people, who may be subject matter experts in their own right. Across the wider business, you’ll also be supported by a number of engaged colleagues including executive sponsors, heads of employee resource groups and our employee experience panel. We would like to see evidence of leading change with a multi-skilled team, and your influencing skills will engage other stakeholders.

[*d&i Leaders research shows that 76% of organisations now have a dedicated D&I team, with 41% of professionals saying their team has between 2 and 5 members. Very few have large teams of more than 26 employees, just 3% according to its survey.]

Experience sought

• Previous role in a diversity function desirable but not essential – your background could encompass a number of disciplines including: marketing & communications; HR and employment law; internal communications; or leadership of an employee resource group or relevant initiative.
• An understanding of different identities, structural barriers and current affairs, and/or subject matter expertise such as employment law.
• Adept at interpreting diversity-related data and legislation, and able to show how D&I function contributes to achieving benchmarks or targets. Evidence of impact in previous roles would support your application.
• Knowledge of organisational psychology, plus an understanding of what might push this behavioural and culture change beyond processes.
• You’ll be comfortable disrupting the norm, but doing so backed by data and research.

Key responsibilities

• To create and implement a global diversity, inclusion and equity strategy for the business, building a framework that aligns with our business goals.
• To work closely with key stakeholders, including HR, talent, finance, procurement, marketing and environmental, social and governance (ESG) functions.
• To develop a series of benchmarks or key performance indicators (KPIs) so we can measure the impact of diversity and inclusion on the wider business.
• To ensure our performance management and progression routes are inclusive and accessible to all.
• To partner closely with business resource groups and listen to their suggestions on how to make our culture more inclusive. Your influencing skills will help to channel their passion in the right way, and help it to inform on key policy areas.
• To become the key subject matter expert in DE&I issues, supporting the company internally and representing it externally as a thought leader.

Skills and behaviours we’re looking for

• Data analysis skills and evidence-based approach
• Interpersonal and influencing skills
• Communication and storytelling skills, ideally adept at public speaking and presentation
• Stakeholder management, particularly with ExCo and Board representatives
• Growth mindset
• Listening skills and ability to understand other perspectives
• Resilience and pragmatism
• Project management
• Knowledge of legislation
• Change management

Salary expectations

Your salary will be dependent on your sector and seniority of role. d&i Leaders research found that almost a third earn more than £100,000 per year, and a 10th more than £150,000. Finance and financial services are the sector most likely to appear in the highest salary brackets, as is insurance. In financial services, a quarter earn more than £150,000, and 11% between £125,000 and £149,000. Other high earning sectors include manufacturing, where 37.5% earn between £125,000 and £149,000. Government has the highest proportion of professionals earning between £30,000 and £49,000.

446 D&I leaders from 28 countries shared their salary in the latest d&i Leaders Global Benchmarking Survey and Report, which found:

For Global Directors, Chiefs and Heads of Diversity and Inclusion:
– 80% earned more than £75,000 ($95,000)
– with 62% earning more than £100,000 ($130,000)
– and 39% earning more than £125,000 ($160,000)
– and 27% earning more than £150,000 ($190,000)

For Region or Country Specific Director/Heads of Diversity and Inclusion:
– 90% earned more than £50,000 ($65,000)
– with 58% earning more than £75,000 ($95,000)
– and 33% earning more than £100,000 ($130,000)
– and 16% earning more than £125,000 ($160,000)
– and 8% earning more than £150,000 ($190,000)

For those Managers and Leads working within the D&I team:
– 96% earned more than £30,000 ($40,000)
– with 59% earning more than £50,000 ($65,000)
– and 25% earning more than £75,000 ($95,000)
– and 12% earning more than £100,000 ($130,000)

The impact of your role

Research shows that a more diverse workforce can build better business outcomes, while a sense of inclusion often leads to higher rates of staff retention and engagement.

It is likely that you will be in charge of shaping your own career and managing tight budgets, but you will gain a huge sense of personal pride in driving change.

Download job specification pdf

Thank you:
This job specification was kindly written by Jo Faragher with input from:

• Mark Lomas, Head of Culture, Lloyd’s of London
• Natalie Sigona, Global Diversity, Equity & Inclusion Director, Imperial Brands
• Ira Read, Global Director of Diversity & Inclusion, The LEGO Group
• Jonny Briggs, Group Head, Talent Acquisition & Diversity & Inclusion, Aviva
• Sarah Churchman OBE, former Chief Inclusion, Culture & Wellbeing Officer at PWC and now SJCOBE Consulting