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from employees who might interpret inclusion efforts as non-compliant with the law. As one leader shared, “Those that are anti-DEI have been emboldened.” Prioritise genuine impact: Use this time to take stock of how you are promoting and celebrating DE&I values and commitments. Are there activities that feel tokenistic and inauthentic? Are they achieving what you want them to achieve, or are they simply symbolic gestures? What could you be doing instead that is more genuine and aligned with your company’s strategy and values? Want to join the next leader exchange and hear directly from your peers?
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