How can Hannah create a lasting impact as part of the DEI council?

Tying inclusion goals directly to advancement and compensation is a strategic approach that can significantly contribute to lasting change within an organization. This method ensures that diversity, equity, and inclusion (DEI) are not just seen as peripheral activities but are integrated into the core of the organizational culture and operational priorities. When inclusion goals are closely linked to advancement and compensation, it sends a clear signal that the organization values these principles and expects everyone to prioritize them in their daily work.

This creates accountability among leaders and employees alike, as they understand that their commitment to DEI will have tangible consequences for their career progression and financial rewards. Furthermore, it encourages individuals at all levels to actively engage in DEI initiatives, fostering a culture of inclusivity that permeates the workplace. By establishing a direct connection between DEI efforts and professional growth, Hannah can help build a more diverse and equitable environment that sustains itself over time.

The other options do not effectively support impactful change. Simply attending meetings without contributing undermines the purpose of the council. Focusing solely on diversity hiring neglects the essential aspects of inclusion and equity once employees are onboarded. Staying neutral on all issues can prevent meaningful dialogue and progress; active engagement and advocacy are necessary for driving DEI initiatives forward.