To help your institution begin this work today, we have developed a practical toolkit. First, use a “Cultural Add” Rubric during interviews. Instead of asking if someone “fits in,” ask what unique cultural or community perspective they bring that you currently lack. Consider if they have the “contextual grit” to have succeeded despite systemic hurdles.

Second, maintain a Reverse Mentoring Log. Senior leaders should commit to one hour per month of active listening with a junior staff member. The goal here is to identify one specific barrier mentioned by the staff member and take it to the board level to be addressed.

Third, use a Sponsorship Accountability Checklist. Every senior executive should identify a high-potential individual they will actively champion. This involves assigning them a high-visibility project to showcase their talent and introducing them to the Executive Board. By defining a clear roadmap for their next move, you ensure their progress is managed with care.

By opening these doors, we do more than just improve a business; we honour the spirit of justice and ensure that every person has the opportunity to serve at their highest potential.