Where DEI Should Live Within Your Organization for Maximum Impact

In this episode, Jamey tackles the crucial question of where Diversity, Equity, and Inclusion (DEI) should sit within an organization’s structure. Drawing on common pitfalls and practical recommendations, Jamey explains why embedding DEI as a secondary or split responsibility—often within HR—is a mistake that can undermine the initiative’s effectiveness. The episode highlights the difference between HR and DEI, emphasizing that DEI is not a compliance exercise but a strategic, culture-shaping function that deserves dedicated staffing and focus.

Jamey offers actionable advice, urging organizations to treat DEI as a core priority by assigning full-time staff and ideally establishing it as a standalone department. The discussion covers the importance of pairing passion with expertise in DEI leadership and why structural placement matters for long-term program success. For organizations not yet able to fully resource DEI, Jamey suggests ways to mitigate risks and set DEI leaders up for success as they work toward a more robust model.

Key Topics Discussed:

• Common challenges in staffing and locating DEI within organizations

• Pitfalls of housing DEI within HR or making it a part-time responsibility

• The distinction between HR and DEI roles and focus

• The negative impact of treating DEI as a compliance exercise

• The importance of dedicated DEI staff and resources

• Recommendations for optimal DEI placement: standalone department or people experience/engagement team

• The need for DEI leaders with both passion and expertise

• Practical considerations for organizations with current resource constraints