The chief diversity officer job description

The chief diversity officer job description

All you need to know to hire a chief diversity officer in 2022

Is 2022 going to be the year that you reach all your diversity and inclusion goals?  The year you become a more diverse company? Then you can’t do without a chief diversity officer. This person is solely responsible for diversity and inclusion. And that is just what you need if you really want to take a step forward. Because it takes a lot of time and effort to reach D&I goals. And it requires a focused approach. Something that is difficult to have when you’re busy working on other things as well.

To hire a chief diversity officer, you’ll need to write a chief diversity officer job description. But what is it that a chief diversity officer does exactly? And why do you need to have one?

What does a chief diversity officer do?

The chief diversity officer is the person responsible for increasing the level of diversity and inclusion within a company. This includes creating a work culture where all employees can be productive. Where everyone feels respected and safe in their work environment. Besides that, the chief diversity officer also plays an active role in the hiring process. It’s their job to ensure that HR hires candidates from a variety of backgrounds.

The chief diversity officer needs to promote diversity and inclusion throughout the entire company. To do so, he or she needs to come up with an organization-wide plan. In this plan, others can read:

  • what D&I goals have been set;
  • and how they can be reached.

Why do you need a chief diversity officer?

You hire a chief diversity officer to reach your D&I goals. This brings with it three important benefits:

  • More revenue

A chief diversity officer will diversify your workforce. It will consist of men and women of different ethnicities, ages, and economic and social backgrounds. They will all bring different perspectives to the products and services you offer. This results in products and services that appeal to a broader consumer base. A great way to generate more revenue.

  • Employees are less likely to leave

The chief diversity officer is responsible for creating a safe work environment. One in which everyone feels welcome and respected. By doing so, employees will feel they have more room to grow, both professionally and personally. And they won’t look for another place to work.

  • Increased productivity

Research shows that hiring a diverse group of employees increases productivity. Because the more diverse a group is, the more ideas come to the table. And the more likely you are to come up with different solutions.

Use Textmetrics to write a chief diversity officer job description

You use the Textmetrics platform to create a chief diversity officer job description. And that will attract the perfect candidate for this job. And the chief diversity officer you hire can use the Textmetrics platform to write inclusive job descriptions. These are job posts that attract diverse candidates and:

  • have a more gender-neutral tone of voice;
  • contain words that appeal to both men and women; and
  • are free of any bias (such as age bias or gender bias).

Because inclusive job descriptions are the first step toward the recruitment of diverse candidates. And they will make the job of a chief diversity officer a lot easier.

Want to try Textmetrics? Click here for a free trial!

Improve the readability of your job ads? Use language level B1

Improve the readability of your job ads? Use language level B1

Do very few people respond to your job ads? Then you might wonder if the job you’re offering is interesting enough. Often, though, it has nothing to do with the job offered. It’s the readability that’s a problem. Many job ads are written at a language level that is too difficult for most people to understand. That’s a real problem. Because if people don’t understand something, they won’t continue to read it. And, as a result, they don’t apply.

This is especially crucial now that diversity and inclusion are becoming more and more important. Do you want to attract a diverse group of qualified candidates for a job? Then you need job ads that everyone can understand. Job ads that are written at language level B1. Because that is the language level that the majority of the population (60%) can understand.

The various language levels

The Common European Framework of Reference (CEFR) distinguishes six different language levels:

  • A1 and A2: the basic user
  • A1: The language is very simple. The sentences are often separated by breaks.
  • A2: The language is simple. The words are highly frequent, known from one’s own language or belong to international vocabulary. The sentences are often separated by breaks.

 

  • B1 and B2: the independent user
  • B1: This involves straightforward standard language that is within one’s own area of expertise or interest.
  • B2: The use of language is more complex.

 

  • C1 and C2: the expert user
  • C1: Vocabulary and grammatical construction are complex. Idioms and implicit meanings are used.
  • C2: The language is complex. Idioms and unclear sentence structures without explicit signal words are used.

Language level C2 is the most difficult to understand, and A1 is the easiest to understand. The language level that the majority are able to read and understand is B1. Do you want to improve the readability of your job ads? Then you need to write them at a B1 level. 

How to write a language level B1

Writing at language level B1 is important for the readability of your job ads. But how do you make sure that your job ads aren’t too difficult to understand? You can make use of:

  • lists (particularly using bullet points, like we do here);
  • short paragraphs (three to five sentences);
  • spaces;
  • easy-to-scan subtitles;
  • short sentences; and
  • readable fonts.

And then there are tools you can use to clarify your content. Like the website synonym.com and our own Textmetrics platform. Textmetrics has a readability module that you can use to identify the language level of your job ad. And it gives you real-time suggestions on how to reach the desired B1 language level. Perhaps you’ll need to spell out certain words. Or cut back a number of sentences. The platform guides you through the steps to end up with job ads written at language level B1. It’s the language level that Google understands best as well. So, it will also make your job ad easier to find online.

Want to try Textmetrics? Click here for a free trial!

An augmented writing platform can help with writing inclusive texts

An augmented writing platform can help with writing inclusive texts

Do you wish to be an inclusive and diverse company? One that does not exclude people based on age, gender, race, religion and more? Then, the language you use in your communications needs to be inclusive. You need to avoid words, expressions and assumptions that exclude people, even if done unintentionally. An augmented writing platform can be a big help here. It’s best described as a technology that serves as a writing coach. You can, amongst other things, use it to write inclusive texts. If you’re excluding people without even knowing it, an augmented writing platform is of unprecedented value.

Why should you use inclusive language?

If you use inclusive language, you show that you are part of a sensitive, respectful and open-minded company. You acknowledge that your target group consists of different people. People of different ages, genders, religions and backgrounds. And that you can only reach all of them by using inclusive language. By doing so, you take a major step toward becoming more inclusive and diverse.

Inclusive language and augmented writing platform

You can use an augmented writing platform to write inclusive texts. It analyzes what you’ve written and gives you suggestions to be more inclusive. These suggestions may be related to one of the following rules for inclusive language:

  • Write in a human-centered, gender-neutral way, rather than using only he/she.
  • Address the reader directly, using “you”.
  • Do not distinguish based on age.
  • Avoid stereotypes and/or associations. You unconsciously use these more often than you think. A prime example is pink for women and blue for men.
  • Apply the WCAG guidelines.

Of course, you can also try to implement all the rules above every time you write a text. But it’s not as easy as it seems to do it right. So why don’t you let an augmented writing platform do it for you?

The Textmetrics augmented writing platform

You can use the Textmetrics augmented writing platform to create more diverse and inclusive texts. Our platform uses algorithms based on artificial intelligence to read and analyze your content. And it provides you with real-time suggestions for improvements. It does not replace you as a writer. But you can use it to write more inclusive texts. These will help you become a more inclusive and diverse company.

Want to try Textmetrics? Click here for a free trial!

Get yourself a chief diversity officer

Get yourself a chief diversity officer

Is diversity and inclusion (D&I) your company’s number one priority? And have you made HR mainly responsible for reaching your D&I goals? Then you probably noticed that they don’t have enough time or the right skills to deal with this. HR departments in general just keep getting busier. They already have to deal with things like payroll, policies and staff. And they spend a lot of time on the look-out for new talent. So, wouldn’t it be better if there was someone else who was fully focused on diversity and inclusion? What you need to do is get yourself a chief diversity officer.

What does a chief diversity officer do?

A chief diversity officer is the person responsible for creating a strategy for the recruitment of diverse candidates. That is where they directly support HR. But there is more. The chief diversity officer also needs to come up with an organization-wide plan. This describes what’s necessary to reach the D&I goals that have been set. It also lists how to ensure that the organization’s culture values D&I. How to measure diversity and inclusion across the organization. And how to promote D&I across multiple business units.

Why hire a chief diversity officer?

Now more than ever your employees, clients and applicants expect you to be a diverse and inclusive company. So, if you’ve noticed that it is too much work for HR to reach your D&I goals. Now is the time to hire a chief diversity officer. It’s an investment, but one that you will surely benefit from. Not only is it easier to attract new and diverse talent. A diverse workforce is also more productive and creative. 

How Textmetrics can help you find a chief diversity officer

It can be quite challenging to find a chief diversity officer. It’s a relatively new job title. So, you’ll need to write a good job description. One that appeals to as many people as possible. To people of all ages, and to men and women alike. And it needs to be easy to find online. Textmetrics can help you here. Our platform helps you write inclusive job descriptions that appeal to many. The job posts have a more gender-neutral tone of voice. They appeal to both men and women and are free of bias. They can also be optimized for SEO and Google for Jobs.

Want to try Textmetrics? Click here for a free trial!

3 ways to implement an effective diversity recruitment strategy

3 ways to implement an effective diversity recruitment strategy

A more innovative and creative workforce. Sounds good, right? It happens when your workforce becomes more diverse. And it’s probably one of the reasons why you have set yourself ambitious diversity and inclusion goals. But it requires some effort to reach these goals. You’ll need an effective diversity recruitment strategy. It helps you build a workforce that resembles society. You’ll hire a diverse range of people. Diverse in terms of their backgrounds, gender, race, religion and age. But it also concerns diversity of skills, education, experience, values and knowledge.

So how do you implement an effective diversity recruitment strategy? We’ll tell you all about it here.

How to implement an effective diversity recruitment strategy

1.   Audit your job ads

Start with looking through the job ads you posted in the past. Do they appeal to a wide range of candidates? Or do they use language that excludes certain groups of people? They might, unintentionally, discourage older people from applying. Or discourage women because you use a more male tone of voice. Adjust those job ads using inclusive language. That way, they will appeal to a spacious range of candidates. That is what diversity recruitment is all about.

2.   Have your diverse employees refer you to their connections

You probably already have some diverse employees working for you. When you’re looking for new talent, you can use their network to become even more diverse. Chances are that the people in their networks have similar backgrounds. So, you should:

  •   ask them to share your job ads in their network.
  •   give them the tools to promote your company for you.

It’s an easy and effective way to boost your diversity recruitment strategy.

3.   Build an employer brand that showcases your diversity

Diversity recruitment can’t do without an employer brand that is known for valuing diversity. To build one, your employees need to talk about how diverse you are. Use their stories and experiences to show how diverse your workforce is. Diverse candidates try to find out how diverse a company is. Organically building an employer brand is the only way to really appeal to them.

Textmetrics and your diversity recruitment strategy

The Textmetrics platform can improve your company’s diversity recruitment strategy. Using algorithms based on artificial intelligence, it reads and analyzes your content. You’ll then receive real-time suggestions for improvements. To develop the right employer brand. One that showcases your diversity. And it helps you write jobs ads using more inclusive language that appeals to a broader range of candidates. And don’t exclude anyone. You’ll end up with job ads with the right tone of voice for everyone in your target group.

Curious to know what Textemetrcis can do for your company’s diversity recruitment strategy? We’d love to tell you all about it.