As a former diversity consultant, I witness firsthand the process described in this article. While the author lays out her six reasons a CDO leaves, I think she misses a critical aspect that will derail any prospects of success for a company to achieve diversity, equity, and inclusion.

Companies large and small focus on their bottom line, mainly in the area of profit maximization. Their strategic plan is constructed in such a manner to maximize profits. So when senior management meets with their people, their focus is on profit growth.

Talk about diversity is often not part of the discussion, let alone considered an essential core competency that will help achieve their goal. If it’s not part of the overall strategy, it will not get done.

If it is an afterthought, you will get what the author talks about in her article. A revolving door of CDOs coming and going, not to mention confused and disgruntled employees around the entire diversity, equity, and inclusion process.

I am a son, husband, father, and grandfather. I write for them. When not doing that, I’m a Management Consultant and Executive Coach.

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