What Leaders Should Ask Themselves Before Hiring A Chief Diversity Officer
In this episode:
This week on Untapped, Mita Mallick, Head of Inclusion, Equity, and Impact at Carta, stopped by to discuss what organizations need to be thinking about when they hire their first Chief Diversity Officer and vice versa, what DEI leaders should be asking a company before taking a new position. Mita also shares what organizations can do for working mothers who have lost their job during the pandemic, how DEI leaders can work through diversity fatigue, and the direction of data in our current talent landscape.
In this episode, you’ll learn:
- Why did so many companies last year wake up in regards to DEI?
- What are the questions that leaders should ask themselves before hiring a Chief DEI officer?
- Why do resources and budget matter so much to the success of a DEI strategy and leader?
- Where is the talent industry moving in a direction of data? Should companies be data brave or data blind?
- How is inclusion a driver of the business?
- What is the pandemic leave of absence?
- What is a returnship program? And what should you be thinking about when implementing this?
Mita Mallick is the Head of Inclusion, Equity, and Impact at Carta. Mita Mallick is a corporate change-maker with a track record of transforming businesses and cultures. Mita is a passionate storyteller who believes in the power of diversity to spur creative strategic thinking which can ultimately transform brands. Mita currently serves as the Head of Inclusion, Equity and Impact at Carta. As the former Head of Diversity & Inclusion and Cross-Cultural Marketing at Unilever, Mita’s efforts to build an inclusive culture have been celebrated. Under her leadership, Unilever was gender-balanced at manager level and above. Unilever was named the #1 Company for Working Mothers by Working Mother Media in 2018, and the #2 for Best Employers for Women in 2020 by Forbes. Mita also co-created the first of its kind Cultural Immersions series to increase the cultural competency of marketers training over 5,000 marketers to date.
If you are not practicing diverse slates, this is the time to start. Here's the two and pull effect, which shows if you have a final slate and let's say you have two women of color on that final slate, the chances that one of them will get hired is 70% more likely. So the data is all there as you would say, and so what's stopping us from helping women get back to work?