Growth and Trends of DEIB Roles (+ The New Era of Workplace Culture)
Jenn Tardy
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Recently, LinkedIn released a report called LinkedIn Jobs on the Rise 2022: The 25 U.S. roles that are growing in demand . LinkedIn’s Editor-in-Chief, Dan Roth , took to Today to talk about patterns that stood out among those top 25 jobs. One of the categories emphasized were workplace culture and human resources jobs. Of those, Dan talked about three in particular that made the list: Diversity and Inclusion Manager (#2), Talent Acquisition Specialist (#12), and Chief Human Resources Officer (#25).
Here is what I want you to know about those three jobs. They all impact a workplace's ability to increase diversity. Finding and keeping employees, particularly individuals from historically underrepresented groups, through this Great Resignation is a priority, and it is also the only way to increase diversity. You are seeing a trend in employers investing in this understanding. So, remember this quote. ????
"There is no way to increase diversity if people are leaving your organization as quickly as they are entering." - Jenn Tardy
Pay attention to the trend of workplace culture jobs, in particular.
For example, do you remember when the Chief Diversity Officer (CDO) job title was at the top of the list for the most demanded job title in the US? These roles were also called, Head of Diversity and Diversity Officer. Organizations invested in this role with the intention of building diversity and inclusion programs and strategies—in an effort to increase diversity and foster inclusion. So, it is no wonder that we are now seeing direct reports of CDOs, typically called Diversity and Inclusion Managers.
Now, let’s take the expansion one step further. Now Diversity, Equity, Inclusion, and Belonging (DEIB) offices are expanding and creating additional roles within the department to not only continue the work of diversity in the organization, but to impact the ability to recruit top talent. Amid the Great Resignation, roles like a Diversity and Inclusion Manager are also becoming hybrid DEIB Program Managers—usually, having one foot in DEIB and the other in Talent Acquisition.?Workplaces are learning the importance and value in a seamless partnership between the two roles and departments.
A Gartner study predicts that through 2022, 75% of companies with diverse and inclusive decision-making teams will exceed their financial targets. The study found that gender-diverse and inclusive teams outperformed their less inclusive counterparts by 50%.
Now, what does this mean? Opportunities in the DEIB space are exploding! The last 24 months have changed the world. For organizations and business leaders, it has now become clear that it is and must continue to be about the people. The role of DEIB has been heavily in the spotlight, but now organizations are embracing diversity as mission-critical to hire top talent, and above all – retain employees and boost workplace culture. Diversity is a major commitment that requires a team of professionals that will constantly analyze every facet of management and hiring practices within the organization. They are here to establish transparency, accountability and to ensure it works.?
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These new roles are coming to disrupt workplace culture and have the uncomfortable conversations that need to take place to reduce the gap between the values that the organization has established, the experience of the employees, and even the consumer experience.
Here are important facts and predictions for the year 2022 pertaining to Diversity & Inclusion roles:
According to LinkedIn data , the number of people globally with the head of the diversity title more than doubled (107% growth) over the last five years. The number with the director of the diversity title grew 75% and chief diversity officer, 68%. LinkedIn data also shows that there has been a 71% increase worldwide in all D&I roles over the last five years.
How does the expansion of Diversity & Inclusion roles impact workplace culture?
In a Deloitte survey, 83% of millennials reported higher levels of engagement when they believed their company fosters an inclusive culture.
Although employee retention continues to be a concern, an inclusive workplace culture influenced by the DEIB team can help turn it around. Studies suggest that a lack of diversity and inclusion efforts leads to employee turnover, which is devastating for companies. Women quit at twice the rate of men, and Black and LatinX employees quit 3.5 more than whites.
How will the expansion of DEIB teams impact a company’s reputation?
“Globally, companies with a D&I team were 22% more likely to be seen as “an industry-leading company with high-caliber talent” and 12% more likely to be seen as an “inclusive workplace for people of diverse backgrounds.” – LinkedIn Report (The Rise of Diversity & Inclusion Roles)
DEIB teams are no longer limited to building a program and strategy. With the expansion of the DEIB budget and the need for new team members, they now have the ability to influence workplace culture, the employee experience, and the reputation of the organization. ?
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Join me in the comments section and let me know what you have observed regarding the trend of workplace culture roles?
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2 年Cheree Aspelin Just saw this and not sure if it is helpful or a good resource as we reinvest in IDEA!
Assistant Vice President for Economic Inclusion
2 年This was a fascinating piece! I am wondering if, for smaller firms (50-200), there are any patterns showing a hybrid role - especially for professional service firms where utilization and billability is critical. For example at a law, accounting, architecture or engineering firm - is there an associate who is billable, but who also heads up diversity. Or maybe they give a mid-level staff member a dual role such as Manager of diversity and sustainability. Has anyone seen trends like this?