Modeled career paths · Diversity inclusion

Where does a Director of Diversity & Inclusion go next?

What employers are asking a Director of Diversity & Inclusion for, what they pay, and where people go next. From live postings and Startline’s modeled career map: what the ads say, never estimated.

Typical advancement
Chief Diversity Officer+43% typical comp change · ~3.0y typical
84% of modeled moves out of Director of Diversity & Inclusion go here
executive stepno modeled onward moves above the evidence floor
Specialist path
VP People+23% typical comp change · ~7.0y typical
reachable via Director of People. 3% joint modeled share
executive step100% of modeled exits move upward from there
Higher-growth opportunity
VP Employee Experience+43% typical comp change · ~7.0y typical
reachable via Director of Employee Relations. 4% joint modeled share
executive stepno modeled onward moves above the evidence floor
VP Talent Development+36% typical comp change · ~7.0y typical
reachable via Director of Learning. 4% joint modeled share
executive stepno modeled onward moves above the evidence floor
VP Operations+30% typical comp change · ~7.0y typical
reachable via Director of Operations. 3% joint modeled share
executive step100% of modeled exits move upward from there
Adjacent career
Director of Employee Relations+0% typical comp change · ~4.0y typical
4% of modeled moves out of Director of Diversity & Inclusion go here
lateral84% of modeled exits move upward from there
Director of Learning-5% typical comp change · ~4.0y typical
4% of modeled moves out of Director of Diversity & Inclusion go here
lateral84% of modeled exits move upward from there
Director of People-14% typical comp change · ~4.0y typical
4% of modeled moves out of Director of Diversity & Inclusion go here
lateral93% of modeled exits move upward from there

What this page cannot know is which of these fit you. That is what the free list is for.