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Hey guy, I have this book out. Wondering if you could help me spread the word. It teaches you how to write KPI’s for an IDB perspective. I am in the market to switch career back to my original so I am open to assist especially non-profits address their data issues. Anyway guys if interested send me a DM. https://www.amazon.com/Key-Performance-Indicator-Development-Guide/dp/B0B5K9W5JC

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Ours has always been in HR/people. They do trainings in the place of various HR trainings so it makes sense for them to be there. But I'm curious if they can be more effective elsewhere?
In my mind, DEI should be an independent auditor of the organization and it goes way beyond just people, which is why I generally disagree with it being in the HR function.
I've seen it sit with HR mostly, more as a sub function than an actual department...I think it's interesting that there's those that report to CEO but tbh, no CEO where I've worked, ever has prioritised DEI sadly
That's unfortunate, and I hope you get to work somewhere that truly values DEI someday soon! To me, reporting into the CEO demonstrates its importance as being on par with finance/sales/etc