Different sets of circumstances inspire companies to hire their first Diversity Officer. In some cases, leadership may feel obligated (or depending on the industry, mandated) to provide diversity, equity, and inclusion (DEI) training. Others may be having DEI-related issues that they seek to remedy; for example, a contentious corporate culture, high staff turnover, or disgruntled customers. Perhaps, senior leaders have recognized the tremendous upside potential of integrating DEI into how their company does business.
Whatever combination of circumstances may lead your organization to the decision to hire, here are five critical mistakes to avoid: