They often act first with the understanding that their workforce wants to see something different from them and that closed-door interventions—even effective ones—don’t inspire confidence or regain their workforce’s trust. They often encourage the formation of groups like employee resource groups, DEI councils, and advisory groups explicitly for the legitimacy they bring, start engaging these groups in the decision-making process, then start the much slower work of learning as individuals and as a leadership team. Over time, they try through a blend of better communications, tweaks to
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This is what we are doing.
