• Link D&I to personal and strategic objectives help leaders and employees understand what is expected of them and how this impacts on the organisation’s wider strategy, to increasing engagement and accountability.
  • Measure performance against these objectives to increase the likelihood that D&I remains a priority even when workloads are high.
  • Start the roll-out of any diversity training with the most senior teams to signal its importance to the rest of the organisation.
  • Use senior leaders in the organisation as sponsors for staff networks to increase the likelihood that the networks’ views are considered and that actions are taken seriously. It is essential that such sponsors are authentic supporters of their network and champion its work.