If you’ve just been named your company’s first D&I executive, you probably have a million things you’d like to do. But how do you gain the support of senior management so you have enough budget and organizational clout? If you already have a D&I department in place, you will want to know the most effective ways to increase your efficacy in the organization. This may depend on the reporting structure—increasingly, D&I heads report to the CEO or a direct report to the CEO. It also depends on your own background. In the past, most heads of diversity (or chief diversity officers as they are often known) came out of HR background but increasingly today companies are choosing line officers to run their D&I initiatives, partly because they have the respect of their colleagues.
Note: This Tool was created in 2017, and has been re-uploaded for the benefit of Seramount’s Diversity Best Practices members.
