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.

Include a meeting between your DEI lead and new hires during the onboarding process.

In unit-wide communications, encourage colleagues to attend upcoming DEI related events, especially those sponsored by your unit.

If you sit on a non-profit board or committee, take each request that your group receives under thoughtful consideration. Provide a prompt response after a decision is rendered.

If you notice a conflict pertaining to a workflow process, bring it up with your team and work together to try to resolve it.

If you must check emails, designate one particular chunk of time each weekend to do so.

If you disagree, avoid personality attacks. Instead try something like, "I see your point, however I disagree. This is why...".

If you are in charge of creating goals and action plans, stick to them or admit to others if you find yourself unable to follow through. Take actions to mitigate.