A diversity manager is responsible for enforcing cultural diversity standards and informing employees about legal diversity requirements. They create training programs, assess workplace acceptance levels, and recruit a diverse team. They also encourage input from the community and may conduct community surveys.
A diversity manager, sometimes known as a diversity officer, is typically responsible for monitoring and enforcing cultural diversity standards at offices, companies, agencies or schools. This manger is usually responsible for informing employees about legal diversity requirements as well. The manager’s role could include creating a curriculum used to train workers and management in appreciating disability, gender, culture and age differences. Typically, training would include instruction on how people’s differences affect the workplace and the employee’s role in creating a climate of acceptance of those differences.
All levels of government in the United States (US), as well as non-profit agencies and private industries, could employ diversity managers. Regionally and nationally funded projects that require affirmative action contracting or the use of minority subcontractors for projects typically use diversity managers. These expert managers document all necessary information to meet legal requirements and file the necessary documentation and reports. Diversity manager responsibilities are typically integrated into human resources (HR) functions in small offices and enterprises.
Diversity in the workplace often involves establishing an environment that treats all workers, customers and management with dignity. The diversity manager usually has the lion’s share of developing this environment and is responsible for encouraging input from all workers. In addition, the manager typically creates a program that ensures employees voluntarily maintain the climate that allows for open acceptance. Managers will typically assess the workplace using a variety of ethnographic methods, including surveys, questionnaires and interviews, to determine acceptance levels. Measurements include qualitative and quantitative results that are often used to determine the type and amount of training needed to maintain and improve the work environment.
Recruiting, promoting, and retaining a diverse team can also be part of a diversity manager’s duties. If the workplace does not currently represent diversity, the manager could create a program to expand recruitment. This may include outreach activities at local colleges or universities and advertising in specialist forums or professional magazines and journals. It may be necessary to hire interns trained in a specific job when the hiring pool does not meet diverse needs. Law firms sometimes look to groups of law school students to work as interns in an office, hoping to hire interns after graduation to improve diversity in the office.
Diversity management usually involves an ongoing effort by the manager to encourage input from the community, co-workers and management. Groups can be asked to help design and implement standards, programs and practices to encourage the development of multiculturalism and respect for differences in gender, age and sexual preferences. A diversity manager may also be responsible for developing and conducting community surveys to determine the company’s public view related to your hiring. Information reported in surveys can be particularly important for companies that rely on community participation or consumerism.
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