Building For Everyone - Deepstash

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Moving from Performative Efforts to Substantive Change

Moving from Performative Efforts to Substantive Change

  • Avoid superficial, performative diversity, equity and inclusion efforts that are done for optics rather than real change.
  • Take substantial, measurable steps to cultivate inclusion and retain diverse talent, especially in leadership roles.
  • Move beyond statements to progress people can see and feel.


207 reads


You cannot simply mandate inclusion. You have to cultivate it through a thoughtful process.



270 reads

Ensuring Commitment from Leadership

Ensuring Commitment from Leadership

DEI (diversity, equity and inclusion) transformation must be an explicit, consistent priority driven from the top-down by an accountable executive team.

Leaders need to regularly invest time, attention and resources to DEI for it to become woven into the organization's DNA.

It cannot be sidelined or delegated.


151 reads

Building Inclusive Systems and Processes

Building Inclusive Systems and Processes

Rather than one-off training interventions, systematically build inclusive practices into key organizational systems and processes that engage everyone.

Review each system - like hiring, promotion, compensation - through a DEI lens. Fix biases.


123 reads

Supporting Employee Resource Groups

Supporting Employee Resource Groups

Proactively create and support employee-led resource groups that empower underrepresented groups, build community, provide mentoring, and foster leadership.

Ensure they have funding, executive access and impact.


116 reads

Making Meetings and Decisions Inclusive

Making Meetings and Decisions Inclusive

Redesign meetings and collaboration to intentionally include diverse voices and perspectives. This enables better innovation and decisions.

  • Teach facilitation for inclusion.
  • Listen first, then integrate.


111 reads

Promoting Equitable Career Progress

Promoting Equitable Career Progress

Proactively analyze and address biases and barriers in performance reviews, compensation, promotions, high-potential programs, assignments and day-to-day language.

Remove unfair obstacles throttling diversity.


113 reads

Actively Diversifying Leadership Pipelines

Actively Diversifying Leadership Pipelines

Move beyond aspirations to take concrete actions to diversify leadership pipelines at all levels through equitable hiring, developing high-potential programs, succession planning, promotions and sponsoring underrepresented leaders.


106 reads

Including Diverse User Perspectives

Including Diverse User Perspectives

  • Broaden product design cycles to intentionally gather input from and co-create with users from diverse backgrounds.
  • Listen, understand unmet needs, and act on feedback to build more universally inclusive products.
  • See through other lenses.


104 reads



Living in my own world. I'm naive and honest, straightforward.


The book Building for Everyone by Annie Jean-Baptiste provides strategies for making diversity, equity and inclusion a core part of company culture and products. It offers insights on avoiding performative efforts.


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