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Veteran | MBA candidate looking to pivot into D&I strategy. Thoughts on general HR vs diversity recruiting?

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D&I is the new hot thing. Not sure how long it will last. On the other hand, HR generalists can be glorified admins so I’d avoid that. Specialize in compensation instead. They know the business and are well paid

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diversity recruiting can be administrative rather than strategic based on the maturity of the company. I’m very passionate about D&I but I honestly don’t think I can do it full-time. It can get old quickly unless the company is doing some truly progressive work. Most companies I’ve seen still only primarily focus on gender and ethnicity. Agree with PwC1, HR generalist can be glorified admins. I think a Talent Development Generalist role might be good for you. Sometimes those role involve D&I and you still get the variety

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Thanks for sharing your perspectives! I had a feeling they might be glorified admins, some of the roles I’m seeing have an analytics component. I was also considering the Exec Search Firm route as well.

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HR Reporting will have more components of D&I for sure. I used to work with HR on identifying trends in data and building metrics to be tell the story of what was happening as we rolled programs out to address D&I.

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Generalist tend to do more admin work until you get to the BP stage but then it turns into babysitting your clients and covering up their mistakes. What are your thoughts on HR Reporting or process design work?

D2, that sounds like a change management/human capital consultant. I would be interested in doing that line of work if there were elements of D&I.

@D2, are you supporting the Human Capital practice?

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