Introduce yourself to someone you often see in and around your office but do not know.

Introduce U-M colleagues and other stakeholders to one another.

Introduce Liberating Structures tools to a work team or event planning team.

Integrate coaching into a meeting by offering constructive, detailed feedback.

Inquire with colleagues from outside of your group how their departments or units onboard new talent and leaders. Share aspects of onboarding that you find valuable and unique to your team.

Input a survey comment the next time you take a survey sent by a U-M entity. Think of ways to word the comment with constructive, proactive feedback and use that method.

Incorporate inclusive hiring practices for a non-profit organization you are involved in.

Incorporate DEI behavioral questions in interviews (e.g., Describe a situation where others you were working with disagreed with your ideas. How did you respond?).

Include time in all meetings to review successes and positive news.

Include information about your unit's DEI initiative and activities in the early stages of your new employee's onboarding.