Seeing a lot of repeated requests to become ”Chief Equity/Diversity/Inclusion Officer” and join #DEI advisory boards. Many with the emphasis that these roles are critical to the organization.

Just want drop a few quick reminders...

I have many friends who've taken these roles, and they've become the one person responsible for overhauling harmful practices, strategic plans, + navigating claims of racial and gender discrimination.

What are you saying to the rest of your company when this becomes the norm?

What role do individuals + the rest of the C-suite have, as it relates to perpetuating toxic culture? Negating toxic culture?

Is your company genuinely ready for a disruptor to the status quo? Because that's what these roles should be.

One that's informed by analytics from all parties and the ability to use that data to reshape and eradicate harmful policies and environments--immediately. One that isn't barred by top-down culture and has access to open doors. One that has a daily commitment from everyone.

I can’t tell you how often I hear of recruitment systems with all the bells and whistles & yet there was still high turnover and no representation amongst senior managers & the C-suite. (Well, except the CDO.)

What does the development of these new hires look like?

Where’s the intentional mentorship for everyone?
What are the opportunities for promotion?
Staff co-creation in design of their development?
Where does the co-creation occur with the community you serve?
How are you extending opportunities to your staff’s network?

Initiatives don’t really mean anything if everyone isn’t taking the....initiative.

Morning thoughts.