How to become An Equality & Diversity Officer

The physical and psychological barriers raised by humans against their peers have no place in an increasingly interconnected world. We need Equality and Diversity Officers to teach us how to invite everyone to the table and make sure their voice is heard.

• Equal Opportunities Officer
• Equality, Diversity & Human Rights Officer
• Diversity Officer

What do Equality & Diversity Officers do?

An Equality & Diversity Officer would typically need to:

• Develop, implement and promote equality and diversity policies for their organisation and the wider community based on changing societal and legal standards
• Build systems for the report and resolution of discriminatory activities in both corporate and government sectors
• Review existing policies, respond to complaints and provide petitioners with options for redressal
• Understand current anti-discriminatory legislation to ensure its proper implementation and compliance in the workplace
• Maintain records and information systems to identify and resolve organisation-specific issues and workplace conflicts
• Address any case of discrimination such as bullying, teasing, harassment or exclusion of individuals
• Gather data on equality and diversity in other locations to serve as a benchmark for their organisation
• Prepare and present relevant reports, recommendations, publicity material and displays on progress and action plans to encourage diversity across the board
• Provide advice, guidance and support in organisational recruitment, training, staff development or policy development to ensure the eradication of discrimination
• Conduct in-house courses, training sessions, presentations and workshops on equality and diversity for the benefit of staff, stakeholders and partner organisations
• Explore the availability of grants and funds to provide employees with accessible toilets, neurodivergent workspaces and in-house therapy sessions
• Ensure the promotional literature of their organisation reflects its diversity and harmony
• Liaise with community groups and other related organisations such as law enforcement, local councils and hospital to resolve and prevent conflicts
• Advocate for individuals from diverse walks of life such as ethnic minority groups and the LGBTQ+ community in schools, colleges and the wider community

Equality & Diversity Officers typically work within an office with occasional travel to attend meetings or conferences, deliver training and work with communities.

Equality & Diversity Officers work from  9 a.m to 5 p.m, Monday to Friday. Part-time work is a viable option. However, work hours could exceed the 40-hour weekly working schedule to participate in community activities. 

Finding a new job might seem challenging. Equality & Diversity Officers can boost their job search by asking their network for referrals, contacting employers directly, using job search platforms and inquiring at staffing agencies. Experienced professionals may find self-employment or freelancing worth exploring.

Equality & Diversity Officers are generally employed by:

• Government Agencies
• Trade Unions
• Colleges & Universities
• Police, Military & Prison Services
• Healthcare Organisations
• Racial Equality Councils
• Financial Institutions
• Non-Governmental Organisations
• The Corporate Sector
• Social Housing Organisations
• The Legal Industry

Professional associations and organisations such as Diversity for Social Impact are crucial for Equality & Diversity Officers interested in pursuing professional development or connecting with like-minded professionals in their industry or occupation.

Membership in one or more adds value to your resume while bolstering your credentials and qualifications.

• Stress from having to deal with conflict, controversy and politically sensitive issues on an ongoing basis
• Lack of work-life balance and proper self-care due to irregular work schedules
• Frustration and burnout from the need to deal with an overwhelming number of issues 
• Unrealistic expectations of diverse stakeholders compounded by lack of awareness can be pretty taxing

Employers lean towards candidates who acquire essential skills and traits through pre-industry work experience in voluntary, faith and community sectors. Contact your local advice centre, citizens advice bureau or students welfare union for any viable opportunities.

Individuals with experience in teaching, law, social work, housing, welfare rights, human resources (HR), health or human rights have a good shot at becoming Equality and Diversity Officers—their knowledge of equality and diversity policies and legislation tips the scales in their favour.

Consider joining equality and diversity committees or societies in your university or community to gain relevant experience. You may also seek experience in positions related to HR via summer placements or part-time jobs.

Read about the profession and interview/job shadow experts in equality and diversity to prove your commitment to course providers and prospective employers.

While there are no set academic requirements to becoming an Equality and Diversity Officer, most employers prefer a foundation or bachelor’s degree or a Higher National Diploma (HND) in law, psychology, business, management, social/community work, public administration, and sociology/social sciences.

Ideally, your course should give you desirable knowledge and understanding of the laws relating to equality and diversity in areas such as race, age, disability, gender, sexual orientation, religion or belief.

Note that you require at least an advanced diploma in a subject such as society, health and development to enter the courses mentioned above. However, applicants without such qualifications need not despair. Your application will be entertained if you can prove you have the necessary skills and experience. A careful perusal of the course requirements will give you more clarity. 

A master’s degree in equality & diversity, race & ethnic relations and disability studies may prove to be a better qualification in some locations. 

Certification demonstrates an Equality and Diversity Officer’s competence in a skill set, typically through work experience, training, and passing an examination. 

Certification from an objective and reputed organisation in women leadership, education for all and equality, diversity & inclusion can help you stand out in a competitive job market and allow you to become an independent consultant. Successful certification programs protect public welfare by incorporating a Code of Ethics.

Depending on your employer, a valid driver’s license may also be required. 

In addition to performance, experience, and the acquisition of professional qualifications, the kind of industry they work in also drives the career progression of Equality and Diversity Officers. 

There is scope for advancement among public bodies and established units such as local councils, health authorities and larger higher educational institutions. You could specialise and lead in areas such as disability. Your project management skills and policy development experience may allow you to move into general management.

However, keep in mind that the current structure of councils translates into a reduction in the size of the equality and diversity units and specialist posts. You may find yourself responsible for the equality integration of a particular department in the organisation. 

Promotion may most likely mean moving to another council or a different role in the same council. Employment in a large organisation may help you progress to Equality and Diversity Manager or enable you to move to a different role within human resources. Small companies will either have you jumping ship in search of a better position or relocating.

Specialist organisations such as those that monitor and eliminate discrimination in community relations are always on the lookout for professionals who have amassed a significant amount of experience. Such professionals can also aspire to become self-employed Consultants or Trainers. 

Candidates with a degree and updated knowledge of equality and diversity laws face the best job prospects.

Society is in a state of constant flux. Continuing professional development (CPD) will help active Equality & Diversity Officers build personal skills and proficiency through work-based learning, a professional activity, formal education, or self-directed learning.

You will likely be trained on the job in how to fulfil your employer’s expectations efficiently. Additional external training in advocacy, community issues, tension & engagement, employment law, equal opportunities legislation, negotiating skills, networking, presentation skills, policy or project management, report writing and risk assessment will further help your career progression.

Regional networking events, conferences, seminars and short courses, in-house or on offer from private specialist providers, can also help you remain up-to-date on discrimination law as well as equality and diversity legislation and policies.

A specific amount of experience or a professional qualification can help you become a member of a chartered institute and gain professional recognition. Further part-time study, most probably sponsored by your employer, will enable you to gain a relevant HR or management qualification or even a master’s degree in equality and diversity.

Equality, Diversity & Discrimination In The Workplace

Employers of choice lean towards inclusion and tap into the power of their diverse workforce to promote equality of opportunity. 

When every employee has a nondiscriminatory opportunity to achieve their full potential, the organisation stands a fighting chance of edging out the competition in a fair and square manner. There is an emphasis on the word non-discriminatory because the practice of ensuring equality and diversity is for all employees and employers alike, and violation of any of these codes of conduct will result in severe consequences. 

Organisations that focus on inclusivity and equal opportunities do not discriminate between their employees based on gender, physical disabilities, age or sexual orientation.

A Fair Win

Business organisations are melting pots and often encourage people from various walks of life to work with them. When employees with diverse skills and abilities join an impartial work environment that promotes fairness, respect and tolerance, their morale and productivity receive a sustainable boost. The work environment itself becomes more flexible, balanced and perhaps even fun!

Why Every Organisation Needs An Efficient Equality And Diversity Officer

Around one-third of women worldwide have experienced physical assault or sexual assault or both, at home or in the workplace. 47% of black employees quit a job if they experience discrimination. Companies that lack gender and ethnic diversity are more likely to underperform by 29% than their diverse counterparts. 

Potential Pros & Cons of Freelancing vs Full-Time Employment

Freelancing Equality & Diversity Officers have more flexible work schedules and locations. They have full ownership of the business and can select their projects and clients. However, they experience inconsistent work and cash flow, which means more responsibility, effort and risk.

A full-time Equality & Diversity Officer, on the other hand, has company-sponsored health benefits, insurance, and retirement plans. They have job security with a fixed, reliable source of income and guidance from their bosses. Yet, they may experience boredom due to a lack of flexibility, ownership, and variety.

When deciding between freelancing or being a full-time employee, consider the pros and cons to see what works best for you.

Iceland has closed almost 88% of its total gender gap, making it the most gender-equal country globally.

Equality & Diversity Officers are the torchbearers of human rights and ethics. Through the creation and constant presence of an even-handed work environment, they empower every member of the organisation with the means to perform at an optimum level for the common good.

Practice what you preach. Be mindful of your own behaviour and make sure it is inclusive so that other members of the organisation can look up to you as a role model.