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Judging by this report? Graphic design, plus a side of marketing. There were also workshops, outreach groups, and training updates; it’s not clear to me where the line is drawn from normal operations. I don’t think there are a ton of DEI-only employees. Instead you’ve got a management tree that hands down funding and objectives to the HR teams.
I spent most of last spring and fall working on projects that required me to walk past the DEI office for Allegheny County every day. It's a large county, with about 7500 employees, but as far as corporations go, that puts them in a league with American Eagle Outfitters, Domino's Pizza, Winnebago, and Weight Watchers. And this is an entire office, with 8 total staff—a Chief Equity & Inclusion Officer, a Deputy Director, 2 Certification Analysts, a Contract Compliance Specialist, an office manager, and 2 clerks. And while I was looking up that information I found that county Department of Human Services had its own DEI-type office with at least 2 employees. I get the contract specialist, since government contracts are required to comply with certain affirmative action requirements (which are largely more procedural than substantive), but I don't know what everyone else does.
Based on that, the cynical answer is "jobs for the boys" (and gals, we're all equal opportunity now of course). When you have more people with titles on the office door than staff doing administrative work (five officers/directors/whatnots to three office staff) then it's a great way to get local government Joe or Sally who's a reliable party member or otherwise tied in to the local politicians (could be by marriage or family) a nice cushy job as a reward.
And of course, if Joe or Sally happen to be a minority themselves, that means that you've also met the quota for local government increasing its hiring of women and other minorities. Win-win all round!
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