DEIB goals must be defined within a strategy, and DEIB practices must be applied throughout the organization. While each organization is unique, the following DEIB goals and initiatives effectively drive change. Foster DEIB in leadership positions Build a transparent salary strategy Increase representation of minority groups within a specific period Develop retention strategies to keep underrepresented talent Increase the number of diverse pipelines Establish a dedicated DEIB management team (or an individual) Create objective career frameworks to reduce barriers to growth Rewrite job descriptions to include inclusive wording for the next hiring cycle Establish a system to deal with microaggressions Stay up to date with employee resource groups (ERGs) When setting goals, establish metrics to measure the success of DEIB efforts. Begin collecting feedback and using people-centric analytics to measure success.