Many organizations champion D&I at entry levels, yet leadership pipelines remain overwhelmingly homogeneous. The vague concept of “executive presence” often becomes an unspoken filter that excludes diverse talent from senior roles. To drive real change, companies must audit promotion pipelines, shift from mentorship to sponsorship, redefine leadership selection, and hold executives accountable for measurable DEI progress. 🔗 Check my blog post for more details and the full-size infographic.