My agency is opening up applications for a committee leader for DE&I efforts for the first time ever. This person will be responsible for overhauling how the agency approaches diversity, including employee training, internships, new business model and client communications. However, the role is a voluntary one-year term with no extra pay or incentive. There is no budget for this person to be trained themselves. How are your companies handling new diversity leadership? Should I voice my concern?
I am passionate about D&I and I wouldn’t touch the role you just described. It sounds like they are setting someone up for failure.
If you think they genuinely are trying to make an impact, I’d express the concerns—VP HR 1 makes some great suggestions that aren’t budget killers and you can try to influence the approach.
If you think that it’s just so they can say they “did something” because they were feeling pressure... well, I’d still be vocal, I’d just recognize the likelihood that I’m fighting a bigger and longer battle and appropriately adjust my energy expenditure and expectations so that I don’t burn out.
This is absolutely a huge concern. While it’s great to see some effort, expecting someone to “volunteer” their experience is demeaning and shows that the company doesn’t see the work as serious enough to offer pay.
There are many posts on LinkedIn from DEI professionals about this if you do a hashtag search for #DEI or #diversityandinclusion.
Well if you seriously don’t have a budget for it, this person should be released from 50% of regular duties at least and report into CEO. That’s if you really want to move the needle. Also you can buy this person a LinkedIn Learning subscription for like $40 a month, so they could have an access to online learning
Not sure how big your agency is, but my firm has a team of 2 people that strictly run D&I initiatives at the national level. However, we also have local D&I groups in each office that employees can join and voluntarily participate in. They run 30 minute meetings/webcasts about once a month. Maybe your agency could structure something like this in and appoint a someone who’s passionate to facilitate to get the ball rolling? HBR.org has great articles discussing D&I issues in the workplace!
I see your point DD1 at the same time it’s still a step forward. I can understand the budget difficulty with COVID-19... maybe first year is more lip service but could eventually grow in something bigger if real issues are brought up through this initiative
One more thought - I saw this post on LinkedIn with a number of DEI professionals tagged: https://www.linkedin.com/posts/joecardillo_blacklivesmatter-equity-inclusion-activity-6682320569171513345-JumF