Which diversity titles are most suitable for you and your team?
My team and I examined the best methods utilized by prominent companies as well as the most sought-after diversity titles on Google (via ahrefs and Google’s Keyword Tool).
Thus, this article on diversity titles is the latest installment in Ongig’s Job Titles: The Definitive Guide .
Enjoy!
Diversity vs Inclusion vs. Equity
To begin, let’s discuss terminology.
In the arena of diversity job titles, the terms employed are, frankly, rather varied.
The term “Diversity and Inclusion” (D&I) isn’t always arranged in the same sequence, even within the same sector. For instance, in the social media advertising domain, Facebook refers to it as “Diversity and Inclusion (D&I)” while Twitter opts for “Inclusion and Diversity (I&D)”.
So, what distinguishes “diversity” from “inclusion”? Diversity represents thewhat (the attributes of the individuals you collaborate with, such as gender, ethnicity, age, disability, and education). Conversely, Inclusion represents thehow(the actions and social norms that ensure individuals feel appreciated).
Some organizations also incorporate the terms “equity” (Slack) and “equality” (Salesforce) in their diversity titles. Equity and equality often serve as alternatives to “inclusion”.
Note: Additional excellent resources on this topic include Diversity vs. Inclusion: What’s the difference?(AIHR) and Diversity vs Inclusion in the Workplace; Diversity vs Inclusion by BuiltIn. Equality and Diversity — what’s the difference?
Emerging trend? “Belonging” in diversity titles
A recent trend observed in numerous tech firms (including Paypal, Twilio, and Atlassian) is the incorporation of the term “Belonging” in their diversity titles. Here’s a definition from UPENN’s Beyond Diversity: How Firms Are Cultivating a Sense of Belonging (UPENN):
…”Belonging implies that individuals can present their authentic selves at work and feel they are not different there than they are at home.”
We filtered through many of these terms and variations to present you with the analysis/summary below.
Hierarchy of Diversity Titles
Here’s a typical organizational diagram for a diversity team. Following that are extensive lists of examples of job titles for the six primary levels of organizations.
Diversity Titles for Executives
The chief of diversity is typically referred to as the Chief Diversity Officer (CDO). Approximately half of the S&P 500 companies have a chief diversity officer, as noted by Shah Paikeday, head of the diversity and inclusion advisory practice at Russell Reynolds Associates (source: WSJ July 13, 2020).
The CDO generally reports to the CEO, COO, head of HR, or General Counsel. Since diversity in large companies extends beyond employees (like diversity of suppliers and customers), the head of diversity frequently holds a role in multiple departments.
Examples of job titles associated with the top diversity position include:
- Chief Diversity Officer (CDO) (NBC Universal) or Global Chief Diversity Officer (Facebook)
- Chief Diversity & Inclusion Officer (Uber)
- Chief Diversity, Inclusion and Belonging Officer (Twilio)
- Chief Equality Officer (Salesforce)
- Head of Global Diversity and Belonging (Airbnb)
- Chief Diversity and Social Responsibility Officer (Sodexo)
- Chief Culture Officer (Procore Technologies, WeWork)
CEO as Diversity Leader
Nielsen has taken the distinctive step of appointing their CEO, David Kenny, as both CEO and Chief Diversity Officer. Nielsen additionally has a CHRO (Laurie Lovett) and Senior Vice President of Diversity & Inclusion (Sandra Sims-Williams) reporting to CEO Kenny. source: Nielsen Leadership page.
VP of Diversity Titles
Here are examples of VP diversity titles:
- Vice President of Diversity
- Vice President of Diversity and Inclusion
- Vice President of Diversity and Belonging
- Vice President of Inclusion, Diversity & Engagement
- Vice President of Culture
- Vice President of Global Culture, Belonging, and People Growth (Doordash)
- Vice President People Experience and Head of Inclusion and Diversity (Twitter)
Director of Diversity Titles
Examples of the most frequently used Director-level diversity titles include:
- Director of Diversity
- Director of Diversity and Inclusion
- Director of Diversity, Inclusion & Belonging
- Director of Culture
- Director of Supplier Diversity
- D&I Leader
- D&I Lead
Managers of Diversity Titles
Examples of manager-level diversity titles are:
- Diversity Manager
- Diversity and Inclusion Manager
- Culture Manager
- Employment Equity Manager
- Diversity and Inclusion Program Manager
- Supplier Diversity Manager
- Program Operations Manager, Inclusion & Diversity (Lyft)
- Diversity and Inclusion Program Manager, University
- Diversity Recruiting Partnerships Manager
- Equality Manager
Individual Contributor Diversity Titles
The largest collection of job titles in diversity exists at the individual contributor level. Hence, here are some title examples we found in significant enterprises:
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- Diversity Business Partner (Google)
- Diversity Recruiter (Facebook)
- Supplier Diversity Coordinator
- Diversity Event Producer
- Talent Advisor – Diversity & Inclusion Advocate (Salesforce)
- Diversity Specialist
- Diversity Consultant
- Diversity Trainer
- Diversity Events Specialist (Lyft)
- Strategist and Inclusion/Diversity Practitioner (Lyft)
- Executive Business Partner, Talent and Inclusion & Diversity (Lyft)
- DEI – Diversity & Inclusion Business Partner (Uber)
- Sr. Technical Recruiter, Diversity Equity Inclusion Lead (Slack)
- Inclusion Specialist
- Equality and Diversity Consultant
- Equality and Diversity Advisor
- Inclusion Analyst
- Inclusion and Diversity Program Associate
- Equity, Diversity and Inclusion Steward
- Analyst Community Engagement & Inclusion
- Equity, Diversity and Inclusion Steward
- Diversity & Inclusion Advocate
- National Inclusion & Diversity Coordinator
Entry-Level Diversity Titles
We discovered these entry-level diversity titles utilized at both large and small enterprises. At the conclusion of the list, we added two positions that are executive assistant roles.
- Diversity Assistant (Chevron)
- Diversity Intern
- Inclusion & Diversity Intern
- Diversity, Equity and Inclusion Intern
- Diversity Initiatives Intern
- Diversity Program Assistant
- Diversity Leaders Intern
- Assistant to Head of Global Diversity & Belonging (Airbnb)
- Executive Assistant Diversity, Inclusion and Belonging (LinkedIn)
Top 20 Diversity Titles (Candidates)
What diversity titles resonate with candidates? Here are the top 20 diversity
titles job hunters searched Google for last month:
12 Popular Diversity Titles with Job Synopsis Summaries
A diversity group at a large organization could consist of anywhere from 2 to numerous individuals.
At Salesforce.com, for instance, the Chief Equality Officer Tony Prophet (who reports to CEO Marc Benioff) leads a team of 13 focusing on D&I initiatives throughout the organization, including 12 employee groups and monthly data briefs for business leaders.
Below is a compilation of 10 diversity titles along with a concise job overview for each. So, here they are:
Chief Diversity Officer
A Chief Diversity Officer manages the diversity and inclusion initiatives of an entity. They also formulate the strategy for the recruitment of diverse candidates for their establishment. Additional duties of a Chief Diversity Officer comprise:
- Supervising employee discrimination and harassment grievances
- Recognizing and executing new diversity programs
- Overseeing and endorsing diversity and inclusion strategies driven by data
- Facilitating collaboration between leadership groups and departments
- Creating culture management initiatives
- Addressing challenges encountered by specific demographic groups within the establishment
Director of Culture
A Director of Culture spearheads the formulation of strategies and programs that enhance employee engagement in an entity. They also devise inventive diversity and inclusion programs to attract top talent to their organization. Moreover, a Director of Culture directs the development of a company culture strategy and nurtures internal alliances across departments.
Supplier Diversity Manager
A Supplier Diversity Manager fosters a diverse supply chain in an organization. Thus, this manager crafts business strategies to assure a varied supplier base for the acquisition of goods and services. They also investigate and document potential businesses owned by diverse groups or individuals for future contracts and purchases.
Human Rights Officer
A Human Rights Officer (HRO) holds a governmental role tasked with monitoring reports related to violations of employees’ civil, social, cultural, and political rights. They also look into civil rights abuses and work to reconcile them with the pertinent parties in an organization and within the judiciary. A Civil Rights Officer frequently receives complaints to investigate pertaining to the following:
- Discrimination against minorities or women
- Unjust imprisonment
- Child violence
- Religious intolerance
Diversity Consultant
A Diversity Consultant is engaged by a company to evaluate its existing data and processes to aid in developing and implementing new diversity objectives, strategies, and statements. Hence, a Diversity Consultant conducts diversity training for senior management and other personnel, if required, and identifies shortcomings in the current strategic plans of a business. They also keep track of new diversity and inclusion advancements and suggest modifications to programs for an organization if necessary.
Diversity Trainer
A Diversity Trainer is contracted by an organization to facilitate diversity training and development programs for senior-level managers, mid-level managers, and emerging leaders. Furthermore, the Diversity Trainer directs diversity and inclusion programming based on data-driven analysis and establishes objectives for an organization based on these training activities. They also empower managers and share current best practices to promote diversity and inclusion within the organization.
Diversity Recruiter
A Diversity Recruiter formulates company policies that advocate equality and diversity. They may also conduct training sessions for human resources managers to encourage diverse hiring choices. Furthermore, a Diversity Recruiter sets up equitable HR policies, drafts job descriptions using inclusive language, and networks with potential candidates from underrepresented groups. Therefore, the primary aim of a Diversity Recruiter is to attract and maintain a diverse workforce.
Diversity Business Partner
A Diversity Business Partner collaborates with business leaders and teams within an organization to recognize best practices for diversity and inclusion. Thus, this position distributes diversity resources across organizations and inspires teamwork and collaboration among various organizational factions. A Diversity Partner also aids senior-level management in developing creative and measurable solutions to foster a more diverse workplace.
Diversity Event Producer
A Diversity Event Producer is accountable for organizing diversity and inclusion events for underrepresented groups. They also handle the logistics and promotions of diversity events for an organization and draw diverse candidates for available positions.
Diversity and Inclusion Program Manager, University
A Diversity and Inclusion Program Manager at a university formulates, executes, and evaluates diversity objectives and programs across various departments. Hence, this role establishes and leads training sessions to cultivate an open and inclusive atmosphere for students, staff, and faculty. A Diversity and Inclusion Program Manager also backs the university’s diversity agenda and forges connections with internal and external stakeholders.
Chief People Officer
A Chief People Officer supervises human resources functions within an entity. They implement HR strategies that align with corporate goals. They also collaborate with senior management to provide strategic HR guidance and develop workforce planning and talent acquisition programs. Additionally, the CPO drives organizational transformation initiatives, nurtures a culture of continuous improvement, and advocates for an inclusive workplace environment for all employees. They also ensure that HR systems, technology, and data analytics are utilized effectively to meet business requirements.
Diversity Coordinator
A Diversity Coordinator assists the Diversity Manager or Director in executing diversity-related policies. Therefore, they handle the administrative elements of DEI programs, support the coordination of diversity-related events and training sessions, track and report on DEI metrics and data to oversee the progress of DEI initiatives, and maintain documentation and resources pertaining to diversity and inclusion. They also liaise with internal teams regarding diversity initiatives.
7 Leading DEI Roles and Responsibilities (2024 Update)
Which diversity roles should you adopt in your enterprise? To aid your decision, we’ve outlined these top 7 DEI roles from 2022. These DEI positions are commonly found in HR departments of prominent brands:
- Culture Manager
- Chief People Officer
- Diversity Coordinator
- Diversity
- Business Associate
- Vice President of Diversity, Inclusion, and Belonging
- Director of Diversity, Inclusion, & Belonging
- Chief Officer of Diversity
These DEI roles are frequently located within HR divisions of prominent companies. Therefore, discover more regarding each of these diversity positions and their responsibilities here.
Top 10 Popular Diversity Titles for 2025 with Job Description Summaries
These popular DEI job titles are informed by ongoing developments in diversity and inclusion, as well as how roles adapt to align with the increasing demand for DEI in workplaces. Thus, these inclusion positions illustrate how organizations are progressively embedding DEI into their fundamental operations through data-driven approaches, HR enhancements, employee wellness programs, and inclusive leadership as vital for organizational success.
Additionally, the job descriptions associated with these titles were crafted based on responsibilities from current DEI positions, prevalent HR and DEI best practices, insights from industry leaders such as McKinsey & Company and Gartner, as well as information from LinkedIn Job Posts, Glassdoor, and Indeed.
Head of Diversity Analytics
The Head of Diversity Analytics manages the organization’s collection, interpretation, and examination of diversity data. This information safeguards inclusive hiring, promotion, and retention practices. Therefore, they track DEI metrics and objectives to assess the success of diversity initiatives. They cooperate with HR leaders and upper management to create and execute data-informed DEI programs and projects. Furthermore, they provide insights into trends in workforce diversity, including demographic assessments, pay fairness, and parity with advancement opportunities. They also ensure the integrity and confidentiality of all diversity-related data complies with legal and regulatory requirements.
Inclusive Culture Manager
An Inclusive Culture Manager is accountable for formulating programs that promote an inclusive work environment. Hence, they collaborate with HR and senior executives to ensure that company policies and practices are fair and inclusive. They assist employee resource groups (ERGs) to ensure alignment with the overarching DEI strategy. They also provide guidance to departments on DEI best practices, acting as a subject matter expert for inclusivity. This ensures representation of employees from all backgrounds in the company’s decision-making processes.
DEI Technology Specialist
A DEI Technology Specialist facilitates and oversees software that aids DEI initiatives, such as diversity hiring tools, analytical dashboards, and employee engagement platforms. Consequently, they collaborate with HR, DEI, and IT departments to review existing systems, train personnel to utilize these platforms, and propose technological enhancements in alignment with DEI objectives. They also deploy data analysis tools to evaluate the effectiveness of DEI strategies, including recruitment, engagement, and talent management.
Diversity Recruitment Manager
A Diversity Recruitment Manager designs and implements strategies to attract and hire a diverse range of candidates. They establish diverse talent pipelines by partnering with educational institutions and utilizing job boards aimed at underrepresented groups. Thus, they work alongside hiring managers to ensure an inclusive and impartial recruitment process. They also monitor and report on recruitment diversity metrics, making adjustments to strategies as needed.
DEI Learning and Development Manager
A DEI Learning and Development Manager formulates and delivers DEI training programs to educate employees and nurture a more inclusive workplace. Consequently, they collaborate with HR and leadership to weave DEI principles into employee development initiatives. They also evaluate the efficiency of DEI training programs and refine them based on employee feedback.
Equity Program Manager
The Equity Program Manager devises and executes programs and initiatives focused on equity. They perform pay audits and collaborate with HR to rectify pay discrepancies. Additionally, they engage with department heads to ensure that all employees have equal chances for advancement and professional development. Furthermore, the equity program manager tracks and reports on equity-related challenges and progress, recommending enhancements. Finally, they keep abreast of legal and industry standards related to workplace equity.
DEI Program Specialist
The DEI Program Specialist aids in establishing and executing diversity, equity, and inclusion programs and activities within the organization. Therefore, they organize logistics for DEI workshops, training sessions, and events. They support employee resource groups (ERGs) through regular meetings and programs. They also act as the point of contact for employees seeking feedback or information regarding the company’s DEI initiatives.
Diversity Data Analyst
A Diversity Data Analyst gathers and examines diversity-related information on recruitment, pay equity, employee engagement, and retention activities. Accordingly, they conduct statistical analysis to pinpoint DEI trends, opportunities, and areas needing improvement, providing insights from analysis to guide the organization’s DEI efforts. Additionally, they develop and maintain DEI dashboards and reports for upper management. It is also their responsibility to ensure that data collection and reporting conform to legal and ethical standards.
DEI Communications Manager
The DEI Communications Manager formulates and enacts internal and external communication strategies for the company’s DEI activities. Thus, they collaborate with marketing and HR teams to maintain consistent DEI messaging across all communication channels. Moreover, they oversee the creation and distribution of DEI-related communications, such as internal announcements, emails, social media interactions, and newsletters. They also manage external DEI communications like press releases and CSR reports. They work closely with ERGs to incorporate their perspectives and initiatives through effective communication.
DEI Employee Experience Manager
The DEI Employee Experience Manager develops and implements strategies that enhance the overall employee experience for individuals from varied backgrounds. Therefore, they collaborate with HR and leadership to ensure that onboarding, performance assessments, and career progression are inclusive and cohesive. They also work with ERGs to understand their concerns and integrate their feedback into employee experience initiatives. Consequently, they utilize employee engagement surveys and other feedback tools to evaluate the organization’s inclusivity and make data-informed recommendations. They also analyze employee retention and turnover data to pinpoint and address gaps related to DEI.
The Significance of DEI Leadership in Organizational Achievement
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In today’s professional environment, DEI leadership positions are crucial for promoting growth and innovation. Organizations are beginning to acknowledge the significance of diversity, equity, and inclusion, not merely as catchphrases but as essential elements for achievement. Consequently, diversity officers and inclusion managers are central to cultivating an environment where all team members, irrespective of their sexual orientation, gender identity, or national background, feel appreciated and acknowledged.
How DEI Leadership Fuels Company Expansion
Varied teams bring unique viewpoints and inventive problem-solving skills, which are vital for innovation. Research further indicates that companies with diverse leadership are more adept at addressing the requirements of a global market. Thus, by employing varied individuals in leadership roles, businesses can develop products and services that appeal to a broader audience.
For example, a project coordinator or software developer from a diverse background might present suggestions that hadn’t been previously explored. In the United States, DEI leadership is particularly critical in industries that must adhere to regulations such as Title IX of the Education Amendments, which prohibit discrimination based on sex and gender-based offenses in educational institutions receiving federal funding.
Effect on Workplace Atmosphere
DEI leaders also have a significant impact on transforming organizational culture. Consequently, fostering equal opportunity and equitable treatment contributes to establishing a constructive work atmosphere where everyone, from lower-level roles to top leadership, feels valued and included. Thus, DEI initiatives aim to eradicate forms of discrimination such as sexual harassment, gender-based harassment, and implicit biases, ensuring that all employees have the support needed to prosper.
The Black Lives Matter movement and the repercussions of COVID-19 have further underscored the demand for inclusive spaces where everyone, particularly individuals from underrepresented communities and members of the university population, can flourish. Therefore, DEI leaders strive diligently to tackle challenges such as sexual misconduct, gender identity, and personal data protection in order to cultivate an equitable and secure workplace.
Stimulating Innovation Through Inclusion
Inclusion experts, EDI professionals, and other members of the D&I team significantly influence a company’s innovation capabilities. When diverse individuals feel secure and supported, they are more inclined to present innovative ideas and challenge outdated practices. This also aids organizations in remaining competitive and adaptable in evolving markets. Hence, a positive work environment that champions diversity not only enhances morale but also boosts overall productivity.
Moreover, having DEI leaders in senior positions and other leadership roles, companies demonstrate their commitment to equal rights and affirmative action, attracting top-tier talent. Therefore, whether in academic institutions or corporate environments, leaders who prioritize diversity foster an inclusive work atmosphere where all individuals can excel.
The Prospect of DEI Leadership
As more organizations become aware of the significance of DEI leadership, we are likely to observe a rise in common job titles like inclusion roles, inclusion positions, and diversity practitioners. The overarching aim is to create workplaces where all employees, regardless of their native language or gender identity, can prosper without fear of bias.
In the upcoming years, as we transition from traditional DEI offices to more integrated models of inclusion, the function of DEI leaders will continue to evolve. Their efforts will be crucial in ensuring that businesses can provide comparable resources for all, from campus community members to corporate environments, while promoting genuine inclusion and diversity throughout.
Appreciation to Experts on Diversity Titles!
Alongside the previously mentioned sources, a special acknowledgment to these experts on diversity titles:
1. Tiffany Jana for her piece onWhat is a Chief Diversity Officer and Why Does Your Company Need One?
2. ADP’s Brett Daniel for his article onWhat Is Supplier Diversity and Why Is It Important?
3. Susana Rinderle for her article on8 Things to Expect From a Highly Competent Diversity Consultant
4. Workable’s Diversity Recruiter Job Description
5. Tesla’sDiversity & Inclusion Business Partner Role
Why I composed this?
The Ongig team and I present this research on diversity titles to assist you in optimizing your own job titles. This aligns with our mission to revolutionize job descriptions. Thus, visit Ongig.com for further information.