Provide a hypothetical DEI assessment plan for turnover among women of color in mid-level management. Which initial interventions are recommended?

• A. Conduct annual surveys only
• B. Sponsorship program, leadership development for women of color, mentorship, unbiased promotion criteria, inclusive leadership training, review of promotions, ERG involvement; monitor metrics; adjust
• C. Increase wages for all employees equally
• D. Reduce DEI communications to avoid backlash

Answer: (B)

Designing an initial DEI intervention plan to reduce turnover among women of color in mid-level management requires combining targeted development, fair promotion practices, and accountability. Targeted leadership development for women of color builds the skills, confidence, and networks needed to advance into higher roles, while a sponsorship program ensures visibility and access to stretch opportunities that often lead to promotions. Pairing that with mentorship provides ongoing guidance and advocacy, helping individuals navigate career paths within the organization.

Unbiased promotion criteria are essential to remove or reduce hidden biases in decision-making, so advancement decisions reflect performance and potential rather than stereotypes. Inclusive leadership training equips managers at all levels to create welcoming, equitable teams, recognize bias, and model inclusive behavior, which improves retention and engagement. Regular review of promotions introduces accountability, allowing the organization to detect and correct disparities in who advances. Involving employee resource groups and similar networks gives women of color a sense of belonging, channels for feedback, and practical support for career progression.

Monitoring metrics and adjusting the plan based on data closes the loop, ensuring interventions address real barriers and produce tangible improvements in representation, retention, and advancement. Together, these elements form a proactive, integrated approach to changing both the environment and the processes that influence turnover.

In contrast, simply conducting annual surveys measures attitudes without driving changes, broad wage increases address compensation without targeting advancement barriers, and reducing DEI communications undermines trust and undermines efforts to foster an inclusive culture.