1. What barriers or obstacles might there be in our organization that prevent people from all walks of life, with diverse experiences and perspectives, from succeeding?
2. How can we ensure that DE&I is not misunderstood as the opposite of meritocracy, but as key in leveling the playing field for all?
3. Are we sticking to existing hiring mechanisms and HR processes that prevent us from creating the workforce that’s needed to succeed?
4. How can we broaden participation to make decisions that better reflect the complexity of the world we are operating in?
5. Are we consistent in our efforts to hear the voices of all the people we need to address?
6. What steps can we take to further participation and inclusion?
The current political shifts are a call to action on DE&I. Leaders should identify the gaps in their strategy to think more divergently about who to include and how, and leverage the positive impact of diversity, equitable processes, and an inclusive organizational culture for all of us. 
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