One action to effectively manage diversity and inclusion is to:

One action to effectively manage diversity and inclusion is to:

• A. Set up a diversity council to monitor the company's goals
• B. Increase marketing spend
• C. Cut training budgets
• D. Hire more managers from within

Answer: (A)

Effective diversity and inclusion relies on governance and clear accountability. Setting up a diversity council creates a formal structure to define goals, measure progress with concrete metrics, and oversee D&I initiatives across the organization, ensuring leadership attention and alignment with business strategy. It brings diverse perspectives together, coordinates efforts across departments, and drives consistent, data-driven decisions about hiring, development, and inclusive practices. This makes it the strongest action because it moves beyond ad hoc programs and embeds accountability into the organization's decision-making. The other options miss that governance core: increasing marketing spend doesn't directly impact internal inclusion, cutting training budget undercuts the development of inclusive capabilities, and hiring more managers from within may help representation but doesn't establish broad accountability or track progress toward wider D&I goals.

Effective diversity and inclusion relies on governance and clear accountability. Setting up a diversity council creates a formal structure to define goals, measure progress with concrete metrics, and oversee D&I initiatives across the organization, ensuring leadership attention and alignment with business strategy. It brings diverse perspectives together, coordinates efforts across departments, and drives consistent, data-driven decisions about hiring, development, and inclusive practices. This makes it the strongest action because it moves beyond ad hoc programs and embeds accountability into the organization's decision-making. The other options miss that governance core: increasing marketing spend doesn't directly impact internal inclusion, cutting training budget undercuts the development of inclusive capabilities, and hiring more managers from within may help representation but doesn't establish broad accountability or track progress toward wider D&I goals.