In the months after George Floyd’s murder, at least 60 public companies appointed their first-ever diversity leader, acc…

In the months after George Floyd’s murder, at least 60 public companies appointed their first-ever diversity leader, according to executive search firm Russell Reynolds Associates.⁠
But the position to lead corporate diversity, equity and inclusion efforts has seen rapid turnover. The average tenure for a CDO is about three years, compared with six years for a CEO, according to LinkedIn. Last month, Nike lost its second DEI head in three years when Felicia Mayo, who held a similar role at Tesla, left the company after less than two years. Gucci’s first global DEI head, Renée Tirado, resigned in 2020 after one year.⁠

The root of the problem, experts say, is that many companies hastily designed CDO roles as they faced pressure from employees and customers, as well as outside activists. One result: responsibilities have often lacked clarity and focus at best. At worst, CEOs and corporate boards prioritised the rapid hiring of an ethnically diverse internal candidate — who often ended up serving as more of a figurehead — rather than carrying out a thorough search both internally and externally. ⁠

BoF’s Sheena Butler Young explores the challenges facing fashion’s CDO. Read the full story on BoF. [Link in bio]⁠

✍🏻 @sheena.butler.young⁠
📷 Shutterstock⁠

#diversityequityinclusion #diversityandinclusion #dei

(SOURCE) https://www.instagram.com/p/Ce0tBDAuLw_

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