Diversity and inclusion programs with metrics, funding and official support from the top perform better, last longer and are more impactful. Well-articulated goals help projects tout successes, which in turn inspires more participation -- so let's make it official!

Once the hard work of choosing strategies to increase diversity and improve inclusion is done, set aside some budget. It's not fair or sustainable to ask employees to do diversity work "on the side." New hiring protocols, outreach programs and promotion systems take time and training to implement if they're going to succeed. Dedicating resources to inclusion programs creates an environment where it is ok for employees to be transparent about the time and effort they're spending, which is crucial for collecting honest metrics.

Making diversity part of your company or project's success story, demonstrates sincerity and commitment that will help you attract more people that share those goals and will gladly work to achieve them.