This chapter specifically addresses chief diversity officers (CDOs) and HR professionals, providing guidance on how to incorporate bias interrupters into the workplace by first gathering data and then designing interventions based on what was collected. The author delves into more detail regarding these steps and potential errors to avoid. She emphasizes that while it is important to gather demographic data to assess the current diversity trends within the company, it is even more crucial to focus on "process metrics." Process metrics provide a more comprehensive dataset that not only shows what is happening but also why, and suggest ways to rectify identified issues. This offers a better baseline for measuring the effectiveness of interventions compared to using demographic data alone. The author recommends using her own tool, the Workplace Experiences Survey, among others, to collect process metrics. She stresses that rather than making grand plans that are not executed, it can be more effective to implement small, evidence-supported changes and ensure they are maintained over time. The chapter concludes by acknowledging the challenges faced by HR professionals and CDOs, encouraging them to continue their efforts, even if progress is made one small step at a time.