When you review your organization's approach to diversity, equity, inclusion, and accessibility, you'll often find that the work skews heavily towards: 1) soliciting entry-level talent, 2) training that talent, and sometimes 3) placing that talent, temporarily, in your workforce (via internships, programs, etc.).
That focus is based, in part, on governing but incorrect assumptions that: 1) lack of DEIA in your org is due to a lack of qualified candidates in the professional pool; and 2) your current workforce is a safe, non-threatening space for emerging or diverse voices at any level of experience.
As we read the many derogatory comments about VP Harris's candidacy for presidency in these very public spaces, question why your org's DEIA work doesn't actively focus on the mindset and practices of your existing workforce, which is what creates and continues the void you're trying to fill. Then work with strategists to devise a way to transform and transcend this.
Also, be protective of the people in your organization who call this behavior out and seek its correction because they often are ousted, instead, as "bad culture fits."
