In this chapter, the author addresses CEOs who are struggling to meet their DEI goals, reassuring them that they already possess the framework necessary to achieve these objectives. She explains that they should apply the same strategies used to solve other business issues: analyzing evidence, using metrics to track progress, and implementing disciplined processes to achieve set goals. To expand on this foundation, the author outlines six specific steps to effectively apply it to DEI efforts. The first step is to empower a designated individual with both the authority and resources to make purposeful changes in DEI. The second step is to treat diversity as a business goal and communicate to employees and stakeholders the benefits of increased company DEI. The third step involves using metrics to hold the company accountable to its DEI goals. The fourth step is ensuring the HR department works to debias all facets of the company. The fifth step is to change the incentives and capacity of middle management, as it is crucial for them to implement policies made by higher-ups, and they need both the incentive and ability to do so. The sixth step is to restructure access to opportunities within the organization, a topic the author will elaborate on in the next chapter.