In the dynamic landscape of diversity, equality, and inclusion (DEI), recent months have witnessed a notable surge in the departure of DEI officers. What initially began as a modest stream of transitions has now escalated into a substantial exodus, with high-profile diversity chiefs bidding farewell to major American corporations. Last year, Nike experienced the departure of its second DEI head in three years as Felicia Mayo, who also held a similar role at Tesla, decided to step down. This year, Hollywood witnessed the exit of several influential figures, including Karen Horne, senior vice president of North America DEI at Warner Bros; Jeanell English, executive vice president of impact and inclusion at the Academy of Motion Pictures Arts and Sciences; and Vernā Myers, Netflix’s first head of inclusion.
In June, Latondra Newton, Disney’s chief diversity officer (CDO) and senior vice president made her exit under circumstances that raised questions. A prevailing suspicion looms – companies may be grappling with a comprehension gap, struggling to align with the objectives set by their DEI leaders. Recent analysis reveals a concerning trend: chief diversity officers experience a 40% higher turnover compared to their HR counterparts.
A striking statistic underscores the current scenario – CDO searches have plummeted by 75% in the past year, according to Hanold Associates Executive Search. Additionally, Monster’s findings indicate that 11% of surveyed firms consider DEI programs among the first casualties when cost-saving measures become imperative. Forbes, adopting a somewhat dismissive stance by labelling DEI as merely a “trend,” raises the question of whether DEI heads have been set up for failure. The prevailing notion is that many are departing due to a sense of inadequacy in support and recognition. Despite these challenges, a prevailing sense of optimism persists. Most DEI heads remain deeply passionate about their mission and committed to establishing equitable experiences for all, while some may naturally step away.
Looking ahead, the future of DEI appears poised for transformation. As organizations progress beyond the initial stages of DEI implementation, where the emphasis is on integration throughout the business beyond HR, the overt prominence of DEI may diminish. This anticipated transformation could involve nuanced changes, such as adapting the DEI acronym, restructuring reporting functions, or integrating DEI more seamlessly with other HR functions like employee experience, people, or culture roles.
