How to Hire a Diversity Consultant: 5 Best Practices for Successfully Engaging an External DEI Partner
Published: Tue, 05/24/22
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#PaulaSays:
How To Hire a Diversity Consultant:
5 Best Practices for Successfully Engaging an External DEI Partner
A consultant can help an organization solve some of its most complex challenges. As a diversity, equity, and inclusion (DEI) consultant, organizations engage me to help with a variety of issues and I often collaborate with internal diversity stakeholders including CEOs and leadership teams, Chief Diversity Officers,
human resources leaders, and employees who convene to advance diversity equity and inclusion in their organizations. Depending on where the organization is on its diversity journey when they begin its search for a DEI consultant, needs will vary.
For example, as a new initiative is being considered, a consultant can help leadership understand in which direction it needs to move. A consultant can also be objective and provide third-party insight into the value and process of addressing diversity concerns. This initial stage becomes the foundation for the
diversity effort and helps build commitment from leadership. The following are some of my observations and recommendations on best practices for hiring and engaging a diversity, equity, and inclusion consultant.
1. Preparation
Once the need for a DEI consultant is determined internally, there are a few steps that should be completed prior to reaching out for referrals. Collaborate with stakeholders internally to either develop a Request For Proposal (RFP) or a proposed scope of work. This document should include:
A description of the organization and where they are in the DEI journey (just beginning or further along);
What the organization wants to accomplish;
Who the point person will be;
Who the participating stakeholders will be;
What is the perceived timeframe (beginning the work, process, and completion); and
What is the budget range they have in mind?
While many organizations don’t want to provide their budget upfront, it actually does make it easier for the consultant to understand the potential scope. Putting together proposals is especially challenging when there isn’t clarity and transparency from the client.
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Paula T. Edgar, Esq. is an attorney and CEO of PGE Consulting Group LLC, a strategy firm that provides diversity, equity, inclusion, belonging, and professional development solutions for organizations.
Paula is a highly sought after speaker and facilitator across industries. She conducts live and virtual workshops, keynote speeches,
and provides executive coaching and customized training on topics including unconscious/implicit bias, anti-racism, inclusive leadership, and workplace sexual harassment. Paula’s professional development expertise includes mentor/sponsor best practices, personal branding, networking, and business development. Stay up to date with Paula at paulaedgar.com, Linkedin, and on Twitter (@PaulaEdgar)