New Chief Diversity Officer No Stranger to Crises

2020 ◽  
Vol 29 (6) ◽  
pp. 10-15
Author(s):  
Mary Lou Santovec
Keyword(s):  
Chief Diversity Officer

Diversity Management in Action: Chief Diversity Officer Adoption in America’s Cities

2019 ◽  
Vol 51 (2) ◽  
pp. 113-121
Author(s):  
Christopher A. Cooper ◽  
John D. Gerlach
Keyword(s):  
United States ◽  
Local Governments ◽  
Diversity Management ◽  
Original Data ◽  
The United States ◽  
Chief Diversity Officer ◽  
The Future ◽  
City Structure

One of the primary ways cities signal the importance of diversity is to hire a chief diversity officer (CDO). Despite the importance of this position, we know remarkably little about the prevalence and predictors of CDO adoption in local governments. Using original data from the 250 largest cities in the United States, this article demonstrates that about one in four cities has hired a CDO. Further, the decision to hire a CDO is driven more by constituent demand than by city structure or resources. The article concludes by discussing the future of diversity management in America’s cities.

scholarly journals LGBTQ+ Ally Education for Adults with Disabilities

2021 ◽  
Vol 121 ◽  
pp. 85-93
Author(s):  
Alice Rutkowski ◽  
Robbie Routenberg ◽  
Vanessa Cepeda
Keyword(s):  
Developmental Disabilities ◽  
Faculty Member ◽  
Universal Design ◽  
Lessons Learned ◽  
Adults With Disabilities ◽  
Chief Diversity Officer ◽  
Student Leader ◽  
Education Workshop ◽  
Academic Units ◽  
Adults With Developmental Disabilities

The authors - a faculty member from the humanities, a chief diversity officer and a student leader - offer a "lessons-learned" essay in which they describe providing an LGBTQ+ ally education workshop to a group of adults with developmental disabilities. We describe the the obstacles and the payoffs of collaboration across academic units and roles and a commitment not merely to adapt curriculum with accessiblity in mind but to radically reimagine it, and, in the process, more fully coming to embrace the idea of universal design.

scholarly journals Diversity Committees During The Era of Social Justice

2021 ◽  
Vol 5 (5) ◽  
Author(s):  
Gilbert Singletary ◽  
Kenneth Royal ◽  
Kathy Goodridge-Purnell
Keyword(s):  
Social Justice ◽  
African American Men ◽  
Colored People ◽  
Black Lives Matter ◽  
Chief Diversity Officer ◽  
The World ◽  
Community Organizers ◽  
Equity And Inclusion ◽  
Business Sectors ◽  
Overall Effectiveness

The deaths of George Floyd and other African American men and women in 2020 awakened the consciousness of Americans and social justice advocates across the world. The chants of “Black Lives Matter!” echoed from the streets of Minneapolis – all the way to the shores of Cape Town, South Africa. Immense pressure from protestors and community organizers caused those in education and traditional business sectors to evaluate their commitment to diversity, equity, and inclusion (DEI). Many organizations responded by releasing statements in support of minoritized groups, often including the hashtags #BLM or #NAACP[i]. However, despite support offered via social media, consumers and social justice advocates demanded more than just words. To that end, many institutions began to establish diversity book clubs, while others created DEI committees, and/or appointed a Chief Diversity Officer to guide DEI initiatives across the institution (Byrd et al., 2021). Constructing and operating a diverse DEI committee presents significant challenges. In addition to the barriers associated with assembling diverse members, there are also methodological constraints as there is a dearth of empirical research within the extant literature that provides guidance in constructing and evaluating the effectiveness of DEI committees. To that end, the purpose of this article is three-fold: (1) to discuss the necessity of DEI committees in higher education and corporate settings; (2) to explain why DEI committees sometimes fail; and (3) to offer some suggestions for addressing ways to improve their overall effectiveness. [i] These are the Twitter designations for Black Lives Matter and The National Association for the Advancement of Colored People, respectively.

Understanding the subjective experiences of the chief diversity officer: A Q method study.

2016 ◽  
Vol 9 (2) ◽  
pp. 95-112 ◽  
Author(s):  
Kara Gravley-Stack ◽  
Chris M. Ray ◽  
Claudette M. Peterson
Keyword(s):  
Q Method ◽  
Subjective Experiences ◽  
Chief Diversity Officer

Improving Organizational Commitment to Diversity, Equity, Inclusion, and Belonging

2022 ◽  
pp. 208-221
Author(s):  
Abeni El-Amin
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Conceptual Framework ◽  
Organizational Performance ◽  
Data Driven ◽  
Evidence Based ◽  
Organizational Leaders ◽  
Process Indicators ◽  
Chief Diversity Officer

This chapter aims to provide useful information about the implementation of diversity equity, inclusion, and belonging (DEIB) to improve organizational performance. This chapter provides a conceptual framework for organizational leaders who desire additional awareness and knowledge regarding the nature, extent, and impact of diverse employees' barriers. Further, the purpose of this endeavor is to demonstrate that the persistent lack of recruitment, promotion, and retention of diverse employees is due to systemic, structural, organizational, institutional, cultural, and societal obstacles. Further, the theory of generative interactions (TGI) supports how obstacles must be acknowledged and eliminated through increased awareness of the issues linked to evidence-based, data-driven approaches leading to measurable key process indicators (KPIs) and outcomes. To support DEIB initiatives, many organizations have developed the Chief Diversity Officer (CDO) position to manage the process, eliminate barriers, and proactively strengthen organizational culture.

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