What Black Women Need To Become Directors of Diversity, Equity, and Inclusion

The University of Washington Tacoma reports that diversity, equity, and inclusion (DEI) job openings increased by a whopping 76 percent between February 2020 and August 2021.

That’s consistent with the Society of Human Resource Management’s (SHRM) report that noted a plunge in such jobs during the early months of the pandemic in 2020 and a spike starting in June of that year correlating with racial protests after George Floyd’s murder.

Any person of color who has been in the workforce for several years has likely experienced the phenomenon of becoming an instant leader of diversity efforts after a company that realizes it’s way behind in hiring and culture looks around for someone to saddle with the additional full-time job of running a diversity program.

Today, the irrefutable evidence that diversity improves a business’s bottom line has elevated DEI efforts to a place of priority for companies that previously only engaged in token efforts.

Successful businesses know the importance of DEI in their organizations and are working to weave DEI into the fabric of their organizations as an ongoing and essential part of their success.

If you’re interested in taking a leadership role in your organization and want to do your part in highlighting the importance of DEI initiatives, review this guide on the qualifications Black women need to become directors of DEI.

Skills

The skillset that’s most attractive for senior positions in DEI has changed over time.

While decades of experience in human resources management may be impressive, SHRM points out that leadership in operations and strategy are even more important.

Understanding that DEI efforts must permeate the entire organization and knowing how to gain buy-in, participation, and support from all levels are leadership skills gained from years of business experience and practical knowledge of how a specific industry and businesses within it operate.

Diversity efforts will fail if they are siloed within a human resources function that is under-resourced and without broad influence.

Education

A bachelor’s degree in business or human resources management is helpful for entry-level jobs.

However, to rise through the corporate ranks to a senior executive position, an aspiring DEI director may enhance their qualifications with an MBA with a DEI focus or another specialized degree or certification in DEI management.

Experience

It’s a mistake for aspiring DEI directors to settle into a narrow groove of human resources management and recruiting.

Increasingly, diversity directors bring a wealth of experience across corporate functions, a variety of industries, and relevant volunteer work.

Prospective DEI directors benefit from committing their career and job search to a specific industry or profession, where they can gain deep knowledge of how every department and function of the business works.

Experience in finance and budgeting, communications and marketing, operations and strategy, or sales and customer relations can all lead to a position in DEI.

At the director level, professionals must demonstrate comfort in advocating for diverse perspectives in all areas of responsibility and all corporate decisions.

Demonstrated success in developing cooperation between different corporate functions and divisions bodes well for success in establishing and maintaining an effective DEI operation.

Ultimately, what Black women need to become directors of DEI is the same as what any other candidate for an executive position needs—education, experience, drive, commitment, devotion to continuing education, and the ability to bring people together in support of a common goal.