August 23rd, 2007
A timely question posed by Personnel Today:
Is diversity coming of age? After focusing for so long on ‘proving the business case for diversity’, the debate has now moved on with proposals to create a new association for diversity specialists. Its purpose is to create and promote common standards among diversity professionals, and drive out ‘rogue consultants’.
When diversity initiatives first appeared in organisations, they were usually handled off the side of an HR manager’s desk. Even now, many heads of diversity still report into HR. So what is most noteworthy about this move is the suggestion that diversity should move out of HR and become a function in its own right.
Granted, diversity touches every area of a business – its products, services and brand, as well as the age, race, colour and gender of its employees – but diversity has historically ‘fitted’ within HR departments because HR, too, touches every area of the business.
You can see the entire conversation here.
I personally believe that Diversity does need to move outside of HR, for a number of reasons. The work of a comprehensive diversity initiative goes far beyond the domain of HR (vendor diversity, community relationships, branding, client advocacy, etc.). In addition to that, HR has substantial challenges of its own, especially when it comes to playing a strategic role and driving change. While the pendelum may be swinging back, HR still occupies a reactionary and operational stance for the most part. Diversity is more limited by its position within HR than it is enhanced…in my opinion.