How can DEI programs be effectively integrated into the overall business strategy and goals of an organization? Share one example of how this can be achieved.

To truly integrate DEI into your business strategy, make it part of the DNA--not an afterthought or a side project. DEI should be woven into how you set goals, make decisions, and measure success. How to do it: Start by tying DEI to your core business objectives. For example, if growth is a priority, set specific DEI goals around attracting and retaining diverse talent or expanding into new markets that reflect your customer base. Make leaders accountable by including DEI metrics in their performance reviews. This signals that inclusion isn't just "nice to have"--it's mission critical. Example: Let's say your company wants to boost innovation. You can create cross-functional teams with employees from different backgrounds and perspectives, then measure the number of new ideas or products that come from these teams. Recognize and reward those who drive inclusive collaboration. Over time, you'll see a direct link between diverse teams and business results. Bottom line: When DEI is built into your strategy, it's not just about checking boxes. It becomes a powerful driver of growth, creativity, and long-term success.

Leaders can tie the attainment of DEI goals to executive compensation. Example: a strategic objective is to penetrate a previously not served market that has a dominate ethnic group. A non-traditional recruiting plan would improve the chances of identifying a diverse talent pool. A portion of the appropriate leader's compensation could be linked to the success of this effort to increase the representation of the group.