Diversity and Inclusion Specialist: Job Description

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Table of Contents

Introduction
Job Description and Specifications
Compensation and Benefits Plan
The rationale for the Compensation and Benefits Plan
Performance Appraisal Program
The rationale for the Performance Appraisal Program
Conclusion
References

Introduction

While speaking about a dream job in the sphere of human resource management as one of the fields to choose for the analysis, it is important to refer to the position of the Diversity and Inclusion Specialist. These specialists are expected to work in the Human Resource Management Department of multinational companies or organizations where much attention is paid to respecting the diversity of employees and applying for its benefits. The purpose of this paper is to present a job description for the position of the Diversity and Inclusion Specialist as a dream job, design a compensation plan, propose a performance appraisal program, and provide reasons for these choices.

Job Description and Specifications

Job Description

Job title

Diversity and Inclusion Specialist.

Reporting

The Diversity and Inclusion Specialist report to the Director of the Human Resource Management Department.

Working hours

9:00 AM-6:00 PM, Monday-Friday.

Job summary

The Diversity and Inclusion Specialist is responsible for developing and implementing inclusion, training, and development programs for diverse employees to promote diversity, cooperation, and equality in the organization.

Job duties

The Diversity and Inclusion Specialist develops educational and training plans and programs to promote diversity, inclusion, and collaboration among employees; plans and conducts various inclusion events; sets and achieves diversity and inclusion goals and objectives according to planned schedules and tasks; measures and analyzes outcomes.

Job Specifications

Qualifications and experience

A Bachelor’s Degree in Human Resource Management, Diversity, and Inclusion or Organizational Leadership with five-seven years of experience in working with diversity and inclusion programs is required. A Master’s Degree in Human Resource Management, Diversity, and Inclusion or Organizational Leadership with three-five years of experience in working with diversity and inclusion programs and conducting training for employees is required.

Responsibilities

The Diversity and Inclusion Specialist is responsible for:

developing inclusion and diversity programs;
implementing, monitoring, and evaluating inclusion and diversity programs;
providing inclusion and cooperation training and education for diverse employees;
planning and conducting inclusion events;
developing and maintaining a climate of inclusion, equality, and respect in the organization;
developing cross-cultural competencies in diverse employees;
conducting diversity workshops and seminars;
developing proposals for improving diversity and inclusion strategies that are followed in the organization;
providing support and consultation regarding inclusion strategies and cross-cultural communication for managers and supervisors;
developing standards for the diversity and inclusion program realization and measuring outcomes.

Skills and working conditions

The working environment of the organization is complex and diverse. Much attention should be paid to promoting collaboration and communication among employees. The Diversity and Inclusion Specialist is expected to demonstrate developed communication skills, excellent organizational and leadership skills, the ability to work with diverse employees, as well as skills and experience in designing training programs and inclusion projects. Furthermore, the selected specialist should have the ability to propose and implement the organizational change, developed skills in assessing performance and achievements, skills in gathering and analyzing data, as well as the ability to implement innovative and effective inclusion techniques and human resources practices.

Compensation and Benefits Plan

The compensation package for the position of the Diversity and Inclusion Specialist includes the following types of payments and benefits: a salary, an hourly wage for overtime work, bonuses, a health care and insurance plan, a paid sick leave, an unpaid family leave, a paid vacation, and a pension plan (Gupta, 2014). For this position, the proposed annual salary is $75,000. The hourly wage for overtime work is $40 per hour. The bonus plan included in the compensation and benefits package consists of the annual monetary compensation (up to $1,000) for completing projects and achieving exceptional outcomes and additional time off (up to 3 days) (DeNisi & Smith, 2014; Gupta, 2014).

Effective health care and insurance plan are developed for the Diversity and Inclusion Specialist. It is important to note that the proposed insurance covers life insurance and different types of services, excluding dental care and plastic surgery. A paid sick leave is provided, and it can include up to four days. Unpaid family leave can last up to twelve months. The paid vacation time includes fourteen days annually (Gupta, 2014). A pension plan also includes a retirement plan option. The pension payments will be determined according to the laws adopted and followed in the state.

The rationale for the Compensation and Benefits Plan

The main reason for proposing the discussed compensation and benefits package is its attractiveness to an employee. The proposed package demonstrates that an employee is respected, and his or her needs and interests are addressed (DeNisi & Smith, 2014; Gupta, 2014). Gupta (2014) states that “the compensation package should be as per industry standards. Salary is just a part of the compensation system, the employees have other psychological and self-actualization needs to fulfill” (p. 758). Thus, according to Gupta (2014), the level of compensation and the range of benefits indicates that the organization is interested in providing employees with opportunities to maintain a work-life balance. Furthermore, the presented compensation and benefits plan reflects not only averages typically of the industry but also the latest trends in the field to address employees’ interests, contribute to developing their potential, and guarantee the fair compensation for the demonstrated skills and competencies, as well as performed tasks (DeNisi & Smith, 2014; Gupta, 2014). Employees are expected to be satisfied with the proposed plan and demonstrate commitment and high-level productivity.

Performance Appraisal Program

The performance appraisal program appropriate for evaluating the job performance of the Diversity and Inclusion Specialist includes observations conducted every quarter by the Director of the Human Resource Management Department, the 360-degree feedback conducted annually, and the interview conducted as a result of the 360-degree feedback (DeNisi & Smith, 2014; Mohapatra, 2015). From this point, the Director of the Human Resource Management Department is responsible for assessing the quality of work and results of the Diversity and Inclusion Specialist. Observations are important to conclude about the work performed and monitor any changes in it, and the 360-degree feedback is necessary to analyze the results of the work during a year and decide regarding an annual bonus.

The rationale for the Performance Appraisal Program

To evaluate the performance of the Diversity and Inclusion Specialist, regular observations, and the annual 360-degree feedback are discussed as appropriate options by researchers (DeNisi & Smith, 2014; Mohapatra, 2015). According to Mohapatra (2015), the 360-degree feedback guarantees the provision of a complex assessment for a specialist because this type of appraisal includes the evaluation of the work by a supervisor, the assessment of the work by colleagues, and the self-assessment. In this case, the Director of the Human Resource Management Department performs the role of a supervisor and the main evaluator of the working process and achieved results. Much attention is paid to the feedback of colleagues and subordinates because one of the main tasks of the Diversity and Inclusion Specialist is to guarantee the interaction and collaboration of diverse employees (DeNisi & Smith, 2014; Mohapatra, 2015).

The self-assessment is important to analyze any changes in the specialist’s performance to achieve higher results. The final interview is required to discuss the results of the evaluation and determine goals for further professional development during the next year (DeNisi & Smith, 2014; Mohapatra, 2015). This variant of the performance appraisal program can be discussed as effective for this position because of the possibility to conduct a complete and efficient assessment of a person’s work, competencies, and professional achievements.

Conclusion

The position of the Diversity and Inclusion Specialist can be discussed as a dream job for those persons who are interested in human resource management, talent management, and diversity and inclusion management. This paper has presented the job description with the focus on the job summary and associated duties that are supported by job specifications that include qualifications, experience, responsibilities, and skills. Thus, the Diversity and Inclusion Specialist is expected to develop inclusion and training programs for diverse employees while contributing to their collaboration in the organization. The paper also includes the description of the compensation and benefits package proposed for the position and an appropriate program for assessing the Diversity and Inclusion Specialist’s performance. It is important to pay attention to the fact that the selected approaches should be viewed as based on the results of studies that were conducted in the field of management.

References

DeNisi, A., & Smith, C. E. (2014). Performance appraisal, performance management, and firm-level performance: A review, a proposed model, and new directions for future research. Academy of Management Annals, 8(1), 127-179.

Gupta, M. (2014). Employees’ satisfaction towards monetary compensation practices. Global Journal of Finance and Management, 6(8), 757-764.

Mohapatra, M. (2015). 360 degree feedback: A review of literature. International Journal of Research and Scientific Innovation, 2(1), 112-116.

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