Kevin Walters

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By taking the right steps, AI can be a conduit and enabler for DEI, creating inclusive and equitable outcomes.

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Even today – perhaps even more so today – it’s not uncommon for colleagues to question or criticize DEI initiatives. Sometimes, that pushback comes from fellow executives or influential department heads. How confident you are as a DEI leader in navigating conversations with DEI skeptics has a lot to do with two key factors: 1. how well you’ve quantified DEI’s impact on your organization’s strategic objectives and 2. how much support you have from the CEO. We asked members of the Senior Executive DEI Think Tank – a criteria-based organization for DEI decision-makers at large companies, nonprofit organizations, and government agencies – to share their playbooks for responding to DEI pushback from internal sources. Consider the following.

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From navigating artificial intelligence to budget cuts, DEI leaders across the tech industry share their most pressing challenges.

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Chief diversity officers share their best practices for implementing effective implicit bias training.

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These books, recommended by diversity leaders across industries, detail how to define racism, how to uplift women of color, and how to be impactful leaders.

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Kevin Walters discusses building a DEI glossary and coordinating training to foster employee belonging and multicultural awareness.