Manages the administration of programs that promote inclusion, diversity, and belonging for all employees.
Champions employee connection, promotes inclusion, and drives initiatives that strengthen belonging across the organization. Oversees initiatives responsible for incorporating inclusion, diversity, and belonging topics and best practices into relevant programs and organizational initiatives. Ensures compliance with internal polices and external inclusion regulations.
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Inclusion and Diversity Manager skill and competencie below to view definitions.
Skill definition-Developing and promoting acquaintance, empowerment, and integration of each unique individual to create a productive and safe working environment.
Level 1 Behaviors
(General Familiarity)
Explains the principles of diversity and inclusion to value individual differences.
Level 2 Behaviors
(Light Experience)
Identifies and collects diversity and inclusion needs to support employee empowerment and respect.
Level 3 Behaviors
(Moderate Experience)
Utilizes a diversity and inclusion framework to address employee wellness and sustainability issues.
Level 4 Behaviors
(Extensive Experience)
Provides consultation on teams in valuing diversity and inclusion to promote a healthy workplace.
Level 5 Behaviors
(Mastery)
Establishes communication channels to meet different needs for diversity and inclusion initiatives.
Skill definition-Sourcing and targeting candidates with different sociocultural backgrounds and identities.
Level 1 Behaviors
(General Familiarity)
Identifies the importance and benefits of diversity recruiting in our organization.
Level 2 Behaviors
(Light Experience)
Supports the development of programs that strengthens diversity recruiting strategies based on business objectives.
Level 3 Behaviors
(Moderate Experience)
Recommends recruiting platforms or networking groups to expand the qualified candidate pool and increase diversity.
Level 4 Behaviors
(Extensive Experience)
Provides consultation in driving diversity recruiting initiatives to support diverse candidate pools.
Level 5 Behaviors
(Mastery)
Monitors the success of diversity recruiting strategies to optimize the recruitment funnel.
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Explains the importance of planning and organization in building a good working environment.
Level 2 Behaviors
(Light Experience)
Identifies key implications of ineffective planning and organization that affects decision-making.
Level 3 Behaviors
(Moderate Experience)
Leverages key performance indicators to measure progress completion against performance metrics.
Level 4 Behaviors
(Extensive Experience)
Manages the planning and sequencing of activities to create well-planned schedules and achieve goals on time.
Level 5 Behaviors
(Mastery)
Establishes standards for planning and organization processes to align efforts with business goals.
Skill definition-Applying specific knowledge, skills, tools, and techniques to manage a project from initial conception to successful completion.
Level 1 Behaviors
(General Familiarity)
Illustrates the difference between initiating, planning, executing, and closing a project.
Level 2 Behaviors
(Light Experience)
Gathers and tracks relevant data and information and reports updates to management.
Level 3 Behaviors
(Moderate Experience)
Implements a flexible project framework to prevent unnecessary disruption.
Level 4 Behaviors
(Extensive Experience)
Evaluates project deliverables, stakeholder expectations, and scope to design working protocols and approaches.
Level 5 Behaviors
(Mastery)
Mediates project negotiations, scopes, and assigned resources at project inception to assure project success.
There are 0 hard skills for Inclusion and Diversity Manager.
9 general skills for Inclusion and Diversity Manager, Diversity and Inclusion, Diversity Recruiting, Employee Engagement, etc.
9 soft skills for Inclusion and Diversity Manager, Planning and Organizing, Project Management, Leadership, etc.
While the list totals 18 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as an Inclusion and Diversity Manager, he or she needs to be skilled in Planning and Organizing, be skilled in Project Management, and be skilled in Leadership.
