'HR and diversity can no longer operate in silos if we’re going to advance diversity, equity and inclusion in organizations.'
, chief diversity officer at Mastercard, “It's not just 'Let's find diverse talent.' It should be you're hiring diverse talent, and at the same time you have the levers to retain that talent. Otherwise you're just wasting a lot of money."
These new expectations have led to a rise in companies of all sizes prioritizing DEI work and ramping up DEI resources. According to Glassdoor data shared by SHRM, DE&I-related job openings have risen byWhat Does HR Proficiency In DEI Look Like? What does this mean for the future of HR? HR professionals must develop proficiency in DEI before it’s too late. I define this as ensuring HR has a basic understanding of core DEI concepts and best practices, such as the ability to:2. Understand the importance of developing and communicating DEI plans, strategy, statements and budgets. 4. Help leaders set goals and measure results regarding diversity, equity, inclusion, retention, safety and belonging. 6.
10. Establish and support/sponsor ERGs so that underestimated employees don’t carry the burden; recognize and reward employees for their contributions.
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