An option worth mentioning is hiring an internal DEI professional to bridge employee-led movements and senior leaders formally. Though a role like a head of DEI may have any number of actual job responsibilities, the most important work they can do is formally occupy the tenuous space between formal leadership power and DEI legitimacy. If they are adequately resourced and supported, they can effectively empower non-leader change-making efforts while coordinating decision-making from senior leaders and important backers as needed. Why don’t I recommend this as a universal best practice? Because
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