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.
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