Enough With the Corporate Non-Apologies for DEI-Related Harm

Corporate (non)apologies have become as ubiquitous as the harm they fail to address around diversity, equity, and inclusion. By contrast, the best apologies reflect a genuine effort to understand the harm committed and take responsibility for more than the bare minimum of accountability. The author suggests five steps to legitimately take accountability: 1) thank and protect whistleblowers, 2) validate and address the impact of harm, 3) identify the sources of harm and apologize for your role in them, 4) make accountable commitments to change the sources of harm, not just their symptoms, and 5) keep your word.