If your company has a head of diversity, your company is bloated and this person isn't going to fix diversity. I view these strictly as PR positions because I have yet to see anything useful come out of them.
I've yet to see anything come out of the PR-driven "diversity" push anyway. Call me back when those above the age of 55 can get jobs in Silicon Valley.
Upvoted because these are great reads. Generally being younger is an advantage, but in how many trades does having more experience make you less desirable?
I would be happy even if someone had anecdotes of success stories where these people fundamentally altered the culture of the companies to make them diverse. I have yet to see one success story that isn't some PR piece about the percentage of female engineers going from 15 to 18% (a.k.a they hired two).
Is this because you don't believe that employees have a problem with monocultures? Or because the initiatives they undertake don't address the problem?
Company culture is set by the leadership, if leadership is in the way any effort by the diversity guy is futile. I have never encountered a single one that wasn't a figurehead and several that were a nuisance.
They definitely don't fix the problem. As the sibling comment points out, diversity is a result of tons of factors - office locations, industry sector, compensation packages, pto, work life balance culture; and, most importantly, the diversity of the candidate supply itself (you're delusional if you expect a large deviation from graduation ratios).
It's sort of similar to hiring a "head of profit". Profit, like diversity, is the outcome of the entire company's operations.
