Type of DEI Job		Duties/Responsibilities
Chief Diversity officer (CDO)		•Reports directly to the CEO. •Head of the Department, i.e., leads the directors, managers, and other diversity units and oversees other departments •Member of the Executive Leadership Team. •Lead other department leadership councils to build a web of an inclusive culture. •Work with other seniors/executives to drive strategic company/organisational goals. •Establish a state-wide equity and inclusion framework. •Manager of the department budget. •Advice president and executives on key DEI Practices, i.e., inclusivity and fairness in recruitment, hiring, and other workplace programs. •Design company policies that reinforce Diversity in the workplace. •Address all types of harassment and protect minority women groups. •Plan and guide affirmative action matters of equity and Diversity. •Implements equality programs and exercise monitoring. •Serve as a resource on matters related to discrimination, harassment, or any violation of the DEI guidelines. •Advocate for fair and equitable treatment of employees within an organisation. •Hiring, evaluating, training, and recommending dismissal of staff as needed.
Chief Diversity, Inclusion & Belonging Officer		•Drive the development and implementation of the organisation’s diversity, inclusion, and belonging initiatives and strategies. •Lead the design, development, and delivery of educational programs and initiatives to ensure a diverse, inclusive and equitable workplace. •Monitor, track, and report on progress toward organisational goals and objectives related to diversity, inclusion, and belonging. •Develop and manage relationships with external organisations, professional groups, and consultants to facilitate networking, resource sharing, and collaboration. •Oversee the recruitment, hiring, retention, and advancement of diverse talents. •Create and oversee programs to promote cultural competency and understanding. •Partner with Human Resources to ensure equitable policies and practices. •Act as a trusted advisor and consultant to leadership and other stakeholders on diversity, inclusion, and belonging matters. •Monitor industry best practices and research emerging diversity, inclusion, and belonging trends. •Collaborate with other departments to ensure a cohesive and comprehensive approach to diversity, inclusion, and belonging.
Director of Culture	•Establish and promote a shared vision and mission for the organisation’s cultural initiatives. •Establish and maintain relationships with internal and external stakeholders to ensure the success of cultural initiatives. •Develop and implement policies, procedures, and programs to promote diversity, equity, and inclusion in the organisation. •Lead the development and execution of initiatives to enhance the organisation’s cultural awareness and appreciation. •Monitor and assess the effectiveness of cultural initiatives and make recommendations for improvement. •Develop and manage budgets for cultural programs and projects. •Develop and deliver training and educational materials to promote cultural awareness and understanding. •Represent the organisation at cultural events and conferences. •Collaborate with other departments to ensure a comprehensive and integrated approach to cultural initiatives. •Track and report on the progress of cultural initiatives.
Vice president of Diversity and belonging	•Report to the CEO or the DEI. •Promote pay equality. •Develop strategic training programs. •Acknowledge Holidays for all cultures. •Promote participation of employees in resource groups. •Develop strategy and lead the establishment of a welcoming, supportive, and just environment. •Work across the organisation’s administrative units to advance key priorities of inclusion, justice, and fair treatment. •Work closely with board members, top executives, the CEO, and community partners. •Implement organisational development opportunities for a workforce focused on learning, growing, and transforming.
Diversity and (/or) Inclusion manager	•Overseer on department diversity efforts and initiatives. •Play a lead role in the evaluation of company culture and current practices. •Advise managers and staff on strategies and best practices for inclusivity and a friendly workplace. •Develop and create training programs to educate teams and illustrate ways to achieve Diversity and equity. •Investigate concerns or reports related to discrimination or harassment. •Engage with work groups to develop, communicate and implement work group activities. •Measure, track and analyze DEI performance and communicate outcome(s). •Build or maintain systems to track, measure, and report diversity initiative. •Work closely with the DE&I team to ensure consistency across operations. •Strategic insights with operational expertise in designing, implementing, and improving DEI&B programs that support all employees. •Maintain a strong awareness of diversity issues and trends. •Educate internal partners on Diversity and equity and includes areas of focus. •Oversee, manage, and champion the annual diversity budget and external partnerships. •Participate in continued diversity training to stay abreast of best practices. •Reports directly to the Chief Human Resources Officer.
D&I Lead		•Develop and implement a comprehensive diversity and inclusion strategy for the organisation. •Lead the creation of a D&I policy and ensure the policy is adhered to. •Monitor the organisation’s compliance with equal opportunity laws, regulations, and guidelines. •Develop and monitor initiatives designed to increase diversity in the workplace. •Work with HR and other departments to ensure that recruitment and selection processes are non-discriminatory. •Establish and nurture relationships with external partners and organisations that promote diversity and inclusion. •Collaborate with other departments to create initiatives that promote diversity and inclusion in the workplace. •Create and deliver training programs to help foster a culture of inclusion. •Monitor diversity and inclusion metrics and progress reports. •Stay updated with current best practices and industry trends in diversity and inclusion.
Employment Equity Manager		•Ensure that employees receive equal opportunities and are treated fairly by the employer. •Protect staff/employees from unfair treatment and any form of discrimination. •Fight against women’s discrimination in the workplace and gendered roles. •Report the progress of employment equity to the CEO. •Implement the provisions of the Employment Equity Act (EEA) within the workplace/organisation. •Ensure fair and unbiased transformation. •Promote equitable representation of employees from designated groups through affirmative action/measures. •Work with other groups designated under the EEA, e.g., women, people with disabilities, black people, whites, etc. •Advocate for equality in the recruitment/hiring process.
Inclusion Specialist		•Provide academic and behavioral support to students with special needs. •Develop and implement individualized education plans (IEPs). •Collaborate with teachers, administrators, parents, and other professionals to create a positive learning environment for students with special needs. •Monitor student progress and adjust IEP goals and objectives as needed. •Facilitate assessments and evaluations to identify students’ strengths and weaknesses. •Use adaptive technology and other instructional strategies to support learning. •Advocate for students with special needs. •Collaborate with school personnel to develop and implement behavior intervention plans. •Participate in meetings with parents, teachers, and other stakeholders to discuss student progress and challenges. •Train teachers and other school personnel in special education best practices.
Diversity and Inclusion Analyst		•Regular monitoring and data tracking. •Collaborate with the Head of DEI to implement and manage employee networks and champion. •Propose potential DEI initiatives or tools to benefit the organisation and its members. •Design company policies that reinforce Diversity in the workplace address all kinds of harassment and protect minority groups and women. •Train hiring staff on how to select, manage, evaluate and retain diverse employees. •Revise and update all communication on our website, social media pages, job descriptions, and internal documents to ensure we use non-discriminatory language. •Review our selection criteria to verify they’re objective and strictly job-related. •Recommend benefits packages that cater to all employees. •Measure and forecast diversity metrics. •Act as a consultant to underrepresented groups and make sure all voices are heard. •Organize training to boost employees’ communication abilities and team spirit. •Represent our company at various career events (like job fairs). •Ensure compliance with state or country regulations on Diversity and Equity.
DEI Program Coordinator		•Identify areas for improvement and standardization across all DEI related systems and processes. •Ensure DEI programs are executed with excellence through detail-oriented coordination and communication. •Assist DEI Program Manager with managing the DEI communications and activities calendar. •Schedule and attend DEI meetings, record and communicate minutes.