Description
Plan, direct, and coordinate organization-wide diversity, equity, and inclusion (DEI) strategies, programs, and metrics to build an inclusive culture and ensure compliance with EEO and related laws.
- • Assess and advise on pay, benefits, and performance practices to support equity and mitigate bias.
- • Partner with Talent Acquisition to source, attract, and hire diverse candidates.
- • Advise on equitable staffing and promotion decisions to ensure fair opportunity across teams.
- • Communicate inclusive policies, accommodations, career paths, and benefits to employees and candidates.
- • Coach leaders on bias-aware performance management and fair disciplinary practices; support conflict resolution.
- • Advise leaders on EEO, anti-harassment, and anti-discrimination policies and recommend updates.
- • Review compensation and benefits for pay equity, recommend corrections, and ensure legal compliance.
- • Embed DEI content into onboarding and orientation to set inclusion expectations.
- • Serve as a bridge between employees and leadership on inclusion concerns and help resolve DEI-related issues.
- • Lead the DEI team and coordinate cross-functional initiatives with HR, Legal, ER, and business units.
- • Assess needs and deliver DEI learning (e.g., bias, inclusive leadership, cultural competency, accessibility).
- • Maintain DEI dashboards and regulatory reports (e.g., EEO-1, AAP) on representation, hiring, promotion, pay equity, and retention.
- • Analyze workforce data to diagnose inclusion barriers and recommend evidence-based interventions.
- • Plan and manage the enterprise DEI strategy, roadmap, and governance.
- • Analyze employee listening data, including exit interviews and surveys, for DEI trends and root causes.
- • Partner on accessibility and disability inclusion, including accommodations and inclusive workplace design.
- • Represent the organization in DEI-related audits, inquiries, and compliance reviews.
- • Collaborate with Labor/Employee Relations to embed DEI provisions in agreements and interpret related clauses.
- • Set representation goals and talent pipelines based on workforce analytics and labor market data.
- • Develop and manage budgets for DEI programs, training, ERGs, and community partnerships.
- • Review selection tools and assessments for adverse impact and recommend inclusive alternatives.
- • Partner on job design and leveling to ensure inclusive, bias-resistant role criteria.
- • Monitor DEI-related legislation and industry benchmarks and update practices accordingly.
- • Lead special initiatives such as pay equity remediation, inclusive benefits, supplier diversity, and recognition programs.
- • Ensure equitable outplacement support and fair processes during reorganizations or reductions.
- • Select and manage DEI vendors and partners for training, analytics, and community outreach.
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Management & Entrepreneurship
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Source
Tasks & skills:
O*NET occupational data (work activities, skills, knowledge).
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Sources & Standards:
This site includes information from O*NET by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA), used under the CC BY 4.0 license. Career Clutch has modified some of this information for student readability. USDOL/ETA has not approved, endorsed, or tested these modifications. O*NET® is a trademark of USDOL/ETA.
Last reviewed: Jan 2026
