> There's recurring meetings but no actionable items emerge from these meetings. I'm curious what items are actionable that also don't run afoul of equal prote

> There's recurring meetings but no actionable items emerge from these meetings. I'm curious what items are actionable that also don't run afoul of equal protection (i.e. don't discriminate based on a protected class). My general observation of D&I in the years since it has become a corporate department at many companies is that the D&I department never sets specific and measurable target goals. They say they want to increase representation, but that's where things generally stop. Sub-metrics and sub-goals that would move the needle are conspicuously absent. If you don't have specific and measurable goals, how do you know when you've solved the problem for which the D&I department was originally formed to address?