More than ever, employees and customers expect to see meaningful progress on  inclusion from the companies they engage with. 

But inclusion isn’t just a look-good, feel-good initiative. It has quickly become a  differentiator between a positive working culture and a negative one. And it’s a key  performance indicator of the employee experience.

We know from our research that employee perceptions of diversity, equity, inclusion, and  belonging (DEIB) efforts are improving. Employees recognize and appreciate the efforts  organizations have made, but the challenge going forward will be sustaining these efforts  and ensuring that the focus isn’t temporary.

Who can help drive these efforts at your organization? In short, leaders. 

From hiring to development, decision-making to meetings, leaders are on the  frontlines, translating and navigating organizational culture and norms for employees. 

Likewise, leaders are in the ideal position to listen to what people have to say –  and to take action on their needs. 

A true commitment to inclusion is genuinely transformative, driving competitive  advantage by powering growth, accelerating innovation, and increasing profitability. 

But leaders need to feel empowered to drive change towards a more inclusive  organization. They need the skills and resources to make inclusive decisions, hires,  and teams – and ultimately shape your organizational culture to be anti-racist and  a place where everyone belongs. 

In this guide, we’ll share actionable advice on all of these topics, and more, so that  you can feel empowered to take action. 

Let’s get started.