Bringing diversity and inclusion into your organization calls for much more than a diversity statement. It takes a solid commitment. Listen to what the WTOP News website has to say:

• Define your terms. What do diversity and inclusion actually mean in your workplace? It should start with creating a safe work environment where everyone feels welcome, valued, and respected, and everyone has equal opportunities for development and advancement.

• Get leadership on board. If your CEO and other top leaders don’t take your efforts seriously, neither will anyone else. They have to be honest and open about what they hope to achieve, and be willing to work together with employees across the board to make progress.

• Start small. You can’t transform an entire organization overnight. Set modest goals for increasing diversity at the outset— changing underrepresentation of certain groups, for example. Track progress over a few months, looking at success and gaps. Use the data to expand your efforts and grow.

• Recruit with diversity in mind. Your recruiters and hiring managers should become D&I ambassadors for your organization. Make sure they’re reaching out beyond their usual sources of talent so they can attract candidates who will be a good fit for your organization, regardless of whether they check every single box for experience and qualifications.