Be intentional about recruiting (widen sourcing pools by inviting ERGs to participate in the process, for example). This will create new opportunities to infuse DEI into every aspect of the business—from development to retention to growth and beyond.
Own where you are in the DEI journey and implement actions (conduct parity studies at the intersection of gender and race, for example) to create equitable advancement pathways for all people.
Pull the experience levers that influence what makes people feel they belong in the workplace. It’s not just about having people from diverse backgrounds to meet quotas and goals. Instead, it’s leveraging and valuing what your diverse people can bring to the table.