Initially, the purpose of DEI training was to interrupt bad behavior, make workplaces less hostile, and avoid lawsuits. It has since grown to include a moral element—it's just the right thing to do. But now DEI needs to be viewed as an asset that solves business problems. When perceived through this lens, proof of positive returns and the practicality of actionable strategies become possible. Start by determining the why. It's incumbent on organizations to understand and communicate why they need DEI training. Is it just to check a box, or is it to help equip employees with better strategies to achieve business goals? Next, make it voluntary. Mandates can trigger feelings of defensiveness, which will ultimately make training ineffective. Finally, you need to measure outcomes. Diverse organizations are more likely to outperform their competitors. But if there are no ways to measure inclusivity, it's impossible to tie DEI to business goals.