Interestingly, this question applies to big and small companies alike. First, diversity and inclusion will not produce the desired outcomes if executive leaders of the firm do not view D&I as a corporate imperative which supports the overall strategic direction of the organization. Moreover senior leadership should convey to hiring managers through messaging and incentives the firm’s priority to increase not only compositional diversity, but diversity of thought and perspective. The firm should hold its self and hiring managers accountable by including diversity and inclusion outcomes in annual reviews and corporate reporting procedures.
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