76% of HR leaders say that their organization tracks metrics to measure DE&I. As HR leaders we love to gather data and assess a situation. Keeping track of something does not guarantee its implementation. We need to gather data to reach a destination. Gartner polled 53 leaders and over 3000 employees and discovered that although 79 percent of HR leaders offer unconscious bias training, over half did not value DE&I goals as much as other business goals. One explanation? A lack of diversity in leadership. Things look pretty homogenous at the top. Following the murder of George Floyd, a lot of leaders publicly affirmed the importance of DE&I. Now they need to deliver. How? Companies’ can implement consequential accountability which links DE&I programs to job performance. This seems to boil down to a punishment and reward system. It involves withholding promotions or compensation from leaders and awarding bonuses when DE&I goals are met. This just creates a performance-based culture that amounts to checking the boxes. What’s required is a deep dive. HR leaders need to conduct facilitations and interventions for leaders. Leaders should be provided with discussion prompts and mock DE&I scenarios that reveal existing bias, and provide participants with learning opportunities that result in change. We must first know ourselves, and then seek to understand others.