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Are line executives or HR professionals more successful at leading diversity-management efforts? Should these be permanent or revolving positions? What about other backgrounds—legal, foundation, etc.? Five chief diversity officers from very different backgrounds from DiversityInc Top 50 companies told their stories during our Nov. 10 event.
PricewaterhouseCoopers’ Chief Diversity Officer Maria Castañón Moats kicked off the back-to-back sessions by detailing how a rotational-chief-diversity-officer model allows for greater leadership commitment. PricewaterhouseCoopers is No. 3 in The DiversityInc Top 50 Companies for Diversity.
The following hour-long panel was moderated by DiversityInc CEO Luke Visconti, with Shaun Hawkins, chief diversity officer at Eli Lilly and Company (No. 39), who has an investment background; Linda Jimenez, chief diversity officer, vice president, diversity and inclusion, WellPoint (No. 36), who is an attorney; Steve Bucherati, chief diversity officer at The Coca-Cola Company (No. 12), who was previously with the Coca-Cola Foundation; and Andrea Snorton, manager of diversity and inclusion at Southern Company (one of DiversityInc’s 25 Noteworthy Companies and Top Company for Diversity-Management Progress who has an HR background. They discussed how varying career experiences can enhance a chief diversity officer’s skill set.
The detailed, 1,090-word article features two full-length videos and highlights five key focus areas:
- Why being a CDO is the prime way to show business partners that diversity is a critical business issue
- How a CDO’s greatest assets are his team members and a continuity in business relationships
- How a P&L background offers the ability to translate diversity initiatives into a language executives understand
- How legal experience can help mediate diversity roadblocks
- Why organizations need to link recruiting/staffing efforts with community outreach
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