This is certainly true in as much as I've experienced it in companies. The CDO (Chief Diversity Officer) has very little power and influence. Often it seems thi

This is certainly true in as much as I've experienced it in companies. The CDO (Chief Diversity Officer) has very little power and influence. Often it seems this is something many companies hire for so they can do the following 1. Say, "Look, we're trying here. We hired a CDO." 2. Have someone to take the blame if/when nothing changes. "We hired a CDO and nothing has changed, it must be their fault." I've seen some very frustrated people in this role that really want to make a difference, but find nothing but roadblocks. I think a CDO role would be more effective as an official part of HR and Recruiting groups as the first step is getting diverse applicants and hires.