Beyond The Box
How to truly empower your DEI leadership
By Jeremy Knoester (Sales & Marketing, Mixed Staffing & Recruiting)
In recent years, large companies have introduced Director of Diversity, Equity, and Inclusion (DEI) roles with much fanfare. But a closer look raises questions: What is this person truly empowered to do? And, perhaps more importantly, what is your organization doing to support them?
Far too often, organizations create Director of DEI positions to simply “check a box.” They hire (or internally move) someone—frequently from an underrepresented group—into a role without providing the necessary experience, direction, or real support. As a result, these individuals are left guessing at their responsibilities, lacking clear goals, resources, and genuine leadership buy-in.
When a company installs a Director of DEI or launches a DEI program without a defined mandate, measurable objectives, and unwavering support from executives, the outcome is almost always disappointing. Instead of driving meaningful change, the DEI leader struggles to make an impact. This undermines trust, stalls progress, and leaves both the organization and the individual feeling frustrated and disillusioned.
Key Questions Every Organization Should Ask
- What does success look like?
If there are no specific, measurable targets for diversity, equity, and inclusion efforts, how will you evaluate your DEI leader’s performance and impact? - Is leadership truly engaged?
Meaningful change starts at the top. If senior leaders aren’t actively involved and invested, any DEI initiatives risk becoming superficial gestures rather than genuine strategies. - Are we providing the right tools and resources?
Effective DEI work requires more than just good intentions. Budget allocations, access to relevant data, and the authority to make decisions are all essential for success. - What mentorship and professional development are in place?
DEI work is complex and evolving. Ongoing learning opportunities, mentorship, and peer networks can help DEI leaders navigate challenges and refine their approach.
Moving DEI Forward
Good intentions are only the beginning. If your organization is serious about fostering inclusivity, equity, and belonging, then set your DEI leader up for success. Give them a clear vision, measurable goals, sufficient authority, and the necessary resources to turn ideals into action.
The Bottom Line
Ask yourself: What is your Director of DEI actually achieving—and what are you doing to support them? By taking these questions seriously and acting on the answers, you can move beyond box-checking and create a lasting, positive impact on your organizational culture.
