In this chapter, the author addresses the fear that integrating DEI into the workplace could lead to a loss of innovation due to compliance with DEI interventions. Williams explains that without DEI guidelines, companies are prone to reverting to processes that ignore DEI issues. She specifically discusses homophily, a psychological phenomenon where people generally prefer similarities. Since white men are often the majority in many organizations and disproportionately hold positions of power, they are more likely to receive promotions and opportunities without any DEI interventions to disrupt the status quo. The chapter details a case study that observes homophily and some of the biases discussed earlier in the book. It describes examples of bias interrupters related to the case study. The chapter concludes by emphasizing how the interventions provided to the firm in the case study benefited every group involved and contributed to the company's overall success, all without creating an overly rigid structure that hindered workflow.