The goal behind DEI initiatives is not just about hiring diverse candidates—it’s also about creating long-term cultural shifts within companies so that all individuals feel respected within their workplace regardless of gender, race/ethnicity or other factors related to diversity such as age/generational status. This involves fostering conversations around difficult topics such as unconscious bias training which helps employees learn how to recognize implicit biases in decision making processes which may otherwise inadvertently undermine efforts towards greater diversity equity & inclusion objectives.

Additionally it takes proactive steps towards measures like offering employee resource groups (ERGs) that allow underrepresented populations to connect with each other while building upon shared interests & goals related back into company initiatives & business objectives while fostering collaboration across teams with differing perspectives – these help contribute towards stronger engagement from those previously excluded from traditional circles at work .

To truly manage DEI requires a comprehensive understanding of systems thinking – being able to understand larger patterns exists beyond one-off decisions taken at any level – this allows leaders & managers responsible for overseeing D&I initiatives take a holistic approach when implementing change & ensure it has impact throughout entire organizations . It requires leading by example through positive attitude , communication , education , recognition both internally & externally . And then monitoring progress over time by using metrics such as percentage representation , retention rates , feedback loops etc..

In order for organizations to effectively manage DEI initiatives they must also be committed not only on paper but in practice too – this includes ensuring firstly there is executive buy-in during strategy discussions around why improving equality matters ; then developing a plan tailored specifically around organisation needs rather than generic benchmarks set elsewhere ; working out budgeting plans around investing in human capital ; having clear consequence structures outlined if people do not comply with policy changes etc..
Moreover managers should look outwards too into external networks outside workplace walls – this could mean forming partnerships with educational institutions or local community centers dedicated toward promoting social justice causes alongside corporate ones ; attending webinars/workshops related back into DEl issues regularly ; inviting guest speakers from successful movements onto premises etc … Finally employers need awareness around legal regulations plus best practices designed protect against discrimination whether intentional or unintentional …   In conclusion managing diversity , equity & inclusion requires commitment from top down leadership positions coupled with measurable actionable plans tailored according specific organizational context . While simultaneously taking proactive outreach activities outside physical boundaries helps keep momentum going over lengthy timescales until desired state achieved ..

References:  Kaufman G., (2018). How Managers Can Lead With Diversity Equity And Inclusion Initiatives | Forbes Human Resources Council | Forbes [online] Available at: https://www.forbes.com/sites/forbeshumanresourcescouncil/2018/05/02/how-managers-can-lead-with-diversityeqaquityandinclusioninitiativ/#2767a7682ce7 [Accessed 8 May 2021].  Nieves M., Anderson N., Williams O., Elam P., Huerta J., Menjivar C.(2019 ). A Guide For Increasing Representation Of Underrepresented People On Teams [online] Available at: https://uxdesignccomwpcontentuploads201804IncreasingRepOnTeams_UXDesignC_1pdf[Accessed 8 May 2021].