Thank you for sharing your perspective. The goal of having a CDO is to ensure that diversity, equity, and inclusion are embedded in the company's culture and practices.While it's true that hiring the best people regardless of their background is common business sense and often required by law, the reality is that systemic inequities and biases can still persist. Having a CDO can help identify and address these issues, and create a more inclusive and equitable work environment for all employees.

@@allinclusivepodcast Understood, but this is where "equity" isn't legally (or morally) the same as equal opportunity, e.g. "equity" allows for the CDO (who is almost always a black female) and their staff to be the sole arbiters of what's "equitable", even if that means discriminating against certain groups, namely white & asian men, that they think (regardless of evidence) have only attained their collective success due to "systemic inequities", so CDOs enforce preferential hiring, reductions in force and promotions, primarily on the basis of race and gender, which is not only illegal, but is quite unfair to those who are being discriminated against. Everybody knows that this the game, e.g. "don't call it a race or gender based hiring quota because that'd be illegal - instead call it a "target" in the name of so-called equity", etc. Unfortunately, the CDOs of today prioritize race & gender quota based hiring over qualifications, merit and results. It's just a new form of biggotry that will result in many future lawsuits, due to its violation of equal opportunity employment laws like the Equal Employment Opportunity Act of 1972.