HR is also a hilariously complex set of rules and bullshit that isn't that easy to manage in large organizations. Separating out DEI specifically from HR allows companies and organizations the ability to have employees ensure that the obligations of companies regarding their legal obligation towards discrimination laws are met without interfering with core HR functions. Companies haven't been adopting DEI out of the goodness of their hearts. There's a direct financial advantage when you can prove to a court that you have provided direction on issues regarding diversity. It's just a collection of CYA, and their DEI statements are an extension of that.
HR is also a hilariously complex set of rules and bullshit that isn't that easy to manage in large organizations. Separating out DEI specifically from HR allows companies and organizations the ability to have employees ensure that the obligations of companies regarding their legal obligation towards discrimination laws are met without interfering with core HR functions. Companies haven't been adopting DEI out of the goodness of their hearts. There's a direct financial advantage when you can prove to a court that you have provided direction on issues regarding diversity. It's just a collection of CYA, and their DEI statements are an extension of that.