Diversity, equity and inclusion (DEI) initiatives too often get stuck at the philosophy stage, failing to become operationalized into the actual systems and processes that shape organizational culture. This insightful session provided a roadmap for hardwiring DEI into the very DNA of how companies operate each day.

A key takeaway: Identify and address the obstacles preventing your organization from truly embedding DEI, whether it's lack of empowerment, education gaps, or waning engagement after the initial DEI push.

The presenters emphasized using inclusive language as a powerful way to foster a more inclusive culture day-to-day. As one shared: "Try this - 'I value your ideas, are you available to contribute content?' Instead of 'I'd like to pick your brain.'" Small language shifts can have a big impact.

However, the core focus was on embedding DEI into talent management processes - a critical stumbling block for many organizations. Citing a real example, one presenter stated: "We changed the process so self-evaluations and manager ratings come together, eliminating the bias where women often underrate themselves."

Other substantive tips for hardwiring DEI into talent systems included:

- Stating in job postings that women and minorities should apply even if not meeting 100% of qualifications

- Delaying hiring decisions to allow more diversity in applicant pools

- Embedding inclusive behaviors into leadership competency models and measuring them

- Training hiring managers on unconscious bias, conducting blind resume reviews

The universal truth, as one aptly put it: "What gets measured gets done." By operationalizing DEI efforts into tangible, measurable processes, organizations can achieve real cultural change. This session provided the practical strategies to make it happen.