• Many organizations fail to treat DEIB as a priority because they are unfamiliar with it and uncomfortable with it.

• There is no uniformly accepted road map or best practice for converting DEIB principles into practice.

• Non-discrimination laws tell us what not to do; they are not a guide for achieving DEIB objectives.

The core of a DEIB Leader’s job is to lead systemic change by educating an organization about how to connect its value systems, behaviors, workplace expectations, and practices to the Principles of DEIB.