Where Does Diversity and Inclusion Belong in Your Organization?

By: Shelly-Ann Wilson Henry, CEO & Strategic Communications Leader

We should treat diversity and inclusion (D&I) as a humanity issue rather than a personnel issue. This insightful statement supports the argument that D&I goes beyond human resources (HR) in the ongoing debate about whether the leadership and management of D&I initiatives belong within HR or reporting directly to the head of the organization.  

Corporate leaders have varying views on this topic, as seen in this article, What role should HR and People teams play in diversity and inclusion? Most D&I practitioners believe their role belongs at the C-suite level. In contrast, some HR leaders are of the view that this role falls under their leadership. It may seem like a no brainer that D&I should operate within HR. Much of the work required to build a diverse workforce, foster inclusiveness, and promote equity across the organization lies within HR’s responsibilities. But D&I practitioners can add value by being supportive partners on the outside, ensuring accountability and driving results based on corporate objectives. Also, because the roles are intertwined, some corporate leaders believe HR leadership and D&I leadership should be one person's responsibility supported by a team. 

To put the statement, We should treat diversity and inclusion (D&I) as a humanity issue rather than a personnel issue in perspective; the HR leader may focus on having the most qualified people in appropriate roles to help drive business outcomes, while the D&I leader focuses on an inclusive hiring process, equitable learning and development policies, and cultivating an environment where all employees have a fair chance for promotions. So, the D&I practitioner supports the HR team in being intentional as they create an environment where each employee can bring their authentic and whole self to work and thrive despite their differences. 

The debate about where D&I belong or who a D&I practitioner should report to sometimes goes beyond HR. In a recent article in The Wall Street Journal, Sharon Hall, the longest-serving Black partner at executive-recruiting firm Spencer Stuart, noted that “How organizations structure reporting lines affect the role. If a CDO [Chief Diversity Officer] reports to the general counsel, the role is often focused on compliance issues. Those reporting to the head of human resources may pay more attention to recruiting, while diversity executives in marketing might be more attuned to protecting a company’s image. The greatest opportunity for broad influence comes when a diversity chief reports directly to the CEO, she said.” The end goal is to have a results-driven, visionary leader who will build and manage an integrated program that will impact the organization. 

The D&I role will ultimately find its home in your organization based on what is important. Your priorities will not only guide who you choose for the role but to whom the person reports. D& I leaders encourage organizations to start with their "why" or "lead with the need." So, whether that role lands in HR, legal, marketing, or as a strategic leader reporting to the head of the organization is based on your priorities, which will influence where you land on your diversity journey.

Fostering D&I is a leadership responsibility and not just the responsibility of one leader. Inclusive leadership should be viewed as an essential trait as we look for talent to lead our teams. Along with the requisite expertise, they should bring this relevant soft skill to the table. We discussed inclusive leadership in our last blog post titled How Inclusive Leadership Drives Diversity and Inclusion, which noted that "Fostering diversity and inclusion (D&I) should not be the sole responsibility of the human resources leader or the D&I practitioner. To have a significant impact, we must spread D&I efforts across the organization, and this is only possible if the company's leadership is walking the talk. Leaders have an essential role in driving inclusiveness …" 

We’d love to work with you. Schedule a consultation to discuss D&I strategies that are best suited for your organization.