Chief Diversity Officers Aren’t Aligning with Overall Strategy
DEIDiversityLeadershipDiversity, Equity, and Inclusion Advisory
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May 29, 2019
DEIDiversityLeadershipDiversity, Equity, and Inclusion Advisory
While it’s a positive sign that companies are taking D&I efforts seriously, research shows that it may not be enough to actually improve results.
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HR Daily Advisor

The HR Daily Advisor article, “Chief Diversity Officers Aren’t Aligning with Overall Strategy,” featured the firm's research, "A Leader’s Guide: Finding and Keeping Your Next Chief Diversity Officer." The article is excerpted below. 

Diversity and inclusion (D&I) are increasingly recognized as a valid and important business goal. Being inclusive of a diverse staff exposes the organization to insights based on that group’s background, experiences, and perceptions of the world around it. 

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CDO—New Role, but Is It Making a Difference? 

Recognizing the benefits of D&I, many companies have opted to create a Chief Diversity Officer (CDO) position. Research by Russell Reynolds Associates finds that 47% of companies in the S&P 500 currently have a CDO or equivalent. Sixty-three percent of those have been appointed in the last 3 years. 

While it’s a positive sign that companies are taking D&I efforts seriously, research shows that it may not be enough to actually improve results. In fact, the Russell Reynolds research found that many D&I initiatives aren’t properly aligned with business priorities and that CDOs often lack the necessary resources and organizational support to make any lasting changes. 

To read the full article, click here