Being diverse and inclusive is an employer's obligation: Criteo's Rachel Scheel It needs to be viewed as a business priority, so that the right strategic approach can be taken. But it is also a moral imperative – an obligation and a responsibility to society, says Rachel Scheel, Criteo's global lead for diversity, equity, inclusion, and sustainability
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By Mint Kang
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rganisations around the world are getting serious about DE&I: not just investing resources in it, but also upgrading their entire DE&I strategy to a more strategic, long-term, and data-driven approach. What's more, the more progressive organisations are acknowledging it as a moral responsibility, much as sustainability is recognised today. Rachel Scheel, Senior Vice President of Global Diversity Equity, Inclusion and Sustainability at Criteo, described this shift – which is also illustrated by her own role – in a conversation with People Matters.
What broader trends have you seen in the way DE&I is discussed and approached in recent years? Firstly, more organisations are shifting their focus | March 2022
from short-term executions to long-term, datadriven strategies to foster a stronger DE&I culture. Secondly, as DE&I becomes as much a moral imperative as a business priority, we can expect more organisations to invest in hiring new leaders and creating new roles to strengthen the company’s DE&I focus and direction. LinkedIn data revealed how the number of people with the title ‘head of diversity’ has more than doubled worldwide between 2015 and 2020, while the ‘director of diversity’ title rose 75% and ‘chief diversity officer’, 68%. I personally joined
Criteo last year as its first leader dedicated to DE&I to drive our DE&I programme and focus on strategic initiatives that can foster a more diverse and inclusive culture. Thirdly, more organisations are investing in learning and development programmes to educate employees on contributing to a stronger DE&I culture in the workplace. Common practices include DE&I training and workshops to help employees correct biases and help create a more inclusive work environment. We have been doing this at Criteo, focusing on learning paths to guide
