Supplier Diversity For Dummies. Kathey K. Porter

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       Leadership woes, part two: Because the professional competencies are different, managing them under one umbrella usually ends with one person woefully unprepared to lead or manage the other program. They end up directing much of their time where they’re most comfortable while not paying enough, if any, attention to the other program.

       Perceived prioritization: Having someone from one program lead the combined effort may give the impression that that program is more of a priority than the other.

      The changing role of the Chief Diversity Officer

      Using an umbrella approach also impacts the leader tasked with managing it — the Chief Diversity Officer, or CDO. There have been quite a few hires and announcements of newly appointed CDOs. With some organizations, it’s the same as it’s always been, focused on DEI. In others, it’s an all-encompassing position covering all things diversity, including supplier diversity.

The emphasis on diversity is definitely a positive one. However, does the CDO title truly reflect what’s happening with diversity? For example, the CDO title has primarily been associated with DEI. However, if a comprehensive diversity strategy includes creating equitable opportunities for employees and suppliers, are diversity professionals, who are usually trained to support one portion of a program, equipped to handle the rigors of another aspect of diversity that includes different audiences and has its own set of challenges, objectives, and KPIs? Will this merging of the two require CDOs to be well versed in both areas, or is it setting diversity efforts up to fail by overreaching the capacity of the professional in charge?

      

I’ve heard many colleagues express feelings of burnout and being overwhelmed managing the demands of both and still being able to be effective. As stated earlier, the umbrella approach is problematic to diversity for several reasons. The title and what it entails adds to this challenge.

      Changing the name of supplier diversity to “supplier diversity and inclusion”

      This change has been subtle and is still relatively new, but it’s showing up more in job descriptions or job titles across the board. The premise is that, like DEI, diversity gets businesses in the door, and inclusion ensures that they feel welcomed after they’re there. This point may be semantics, but it gives the impression that it’s a blended function. But as I discuss in the preceding section, that blending is difficult to execute and still devote the same level of priority to each one.

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