Should We Get Rid of Designated Diversity Roles?

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What exactly is the role of a diversity officer and are they an essential piece to every workplace? Should there not be a little part of “diversity officer” built into our hiring managers/selves to begin with? Do we have to physically eat a honey roasted dinner of “diversity officer” plated on a gold table of equality to make recruiters hire for not only diversity but talent as well? Can’t we do all of this without designating a specific “role” for it?

With the recent news around Twitter’s new Diversity Chief (if ever there were a misnomer for a role…) we thought we’d take a look at the factoids:

Diversity officers, what are they?
Diversity officers are designated employees set with the task of ensuring the company lebanon phone number resource both hires and maintains diversity within the workplace.

What do employees think about diversity?
According to a diversity hiring survey by Glassdoor, employees feel deeply about diversity in the office. 57% of people think their company should be doing more to increase diversity among its workforce.

In that same survey, 45% of people said the hiring managers were seated in the best spot to increase workplace diversity. 42% said the CEO is in the best seat, 40% said Human Resources and 23% said employees were responsible for heightening diversity in the office.

Your employees want diversity, in the wake of the democratic debate quiet man Martin O’Malley said something eye-opening about people under 30.

“Talk to our people under 30. You’ll never find among them people who want to bash immigrants, people who want to deny rights to gay couples. That tells me we are moving to a more connected, generous, compassionate place, and we need to speak to the goodness within our country.” — Martin O’Malley Governor of Maryland