Chief Diversity Officer Role: 7 CDO Job Responsibilities

Chief diversity officers (CDOs) work to implement a business strategy that foregrounds diversity, equity, and inclusion—or DEI—efforts. These C-suite–level diversity leaders often report directly to the chief executive officer (CEO), although they might sometimes connect with the human resources (HR) department first. CDOs work to ensure new and current employees of all backgrounds feel welcomed by fostering a diverse working environment, facilitating equitable outcomes for staff, and implementing a culture of inclusivity.

Chief diversity officers should possess interpersonal skills, quantifiable experience, and an education that proves they’re the right person for the job. Here are four core qualifications for CDOs:

1. 1. Communication skills: CDOs need to be expert communicators. Their primary task is to help companies navigate some of the most sensitive and personal issues imaginable. They should be able to develop a thoughtful and effective strategic plan for DEI initiatives and be able to communicate why it’s necessary to each individual at the company.
2. 2. Education: Most CDOs have some degree of higher education. If you’re interested in this career path, take some relevant classes in business, sociology, and other related subjects at a community college to see if it’s right for you. Pursuing a bachelor’s degree or master’s degree may give you an edge as a candidate, especially if your major or concentration relates to DEI issues, business practices, or both. Look into credential programs developed specifically for diversity professionals.
3. 3. Empathy: You should have a long track record of demonstrating empathy in both your personal and professional lives if you plan to be a chief diversity officer. You need to be a sensitive and understanding person, as well as someone eager to hear from people of different races, ethnicities, sexual orientations, and so on about their unique life experiences inside and outside of work. Your job is one of advocacy: lobbying for a work environment in which many people and personalities of all sorts can thrive.
4. 4. Experience: Time spent working in a related field goes a long way in obtaining a CDO job. As with any executive-level position, years of experience in a related field, particularly full time in a managerial position, will help qualify you for this C-suite job. Human resource management might be the most obvious choice, but it’s not the only path. Whether as a vice president of marketing or an associate–level DEI strategist, you might be able to demonstrate you have strong people skills, empathy toward different backgrounds, and leadership abilities to be a terrific chief diversity officer.

Chief diversity officers accomplish a lot in the course of their careers. Consider these seven responsibilities while pondering whether this is the career for you:

1. 1. Addressing problematic behaviors: Beyond setting broad strategic initiatives, chief diversity officers need to solve specific problems related to DEI. Perhaps one coworker is actively denigrating another because they come from a different socioeconomic background. Maybe a talent management official is unaware of their racial insensitivity. Problem-solving in these scenarios should be efficient and effective, paving the way for a more inclusive and equitable workplace on a holistic level.
2. 2. Creating diversity training materials: Address inequities and foster inclusivity through active diversity programs for staff. CDOs can design these training programs themselves or use partnerships with other qualified organizations to get their employees up to speed on appropriate DEI behaviors and practices.
3. 3. Facilitating diverse hiring practices: When it comes to talent acquisition and retention, CDOs work to ensure job postings entice people of all demographics. Maintaining a diverse workforce is a good staffing practice, and it actively creates a more inclusive environment.
4. 4. Increasing cultural competencies: CDOs need to address issues of diversity and inclusion head-on to build an organizational culture that works for all stakeholders—staff, executives, the board of directors, etc. This means ensuring everyone is sensitive to DEI goals and working to foster a welcoming environment.
5. 5. Leading a team: As senior leaders, CDOs should hire and maintain a team of diversity, equity, and inclusion officers. By doing so, they can delegate certain inclusion initiatives to their team members as part of their overall leadership role. Mentoring these professionals also helps create the next generation of chief diversity officers.
6. 6. Setting diversity goals: Companies often require professional help to know where to begin when it comes to diversity issues or equity and inclusion strategies. CDOs help set strategic goals and metrics so companies can tell how well they’re doing at following through on their diversity initiatives.
7. 7. Working with other company leaders: Working with other members of the senior leadership team is a key part of the chief diversity officer job description. You may need to help change management practices to make them more inclusive and welcoming to people of all backgrounds. Inclusion management strategies include training sessions for executives as well as employees, facilitating roundtable discussions, and more.

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