As firms commit to making real and meaningful progress in diversity, equity, and inclusion (DEI), this article provides five strategies to speed up these efforts. 1) Ensure the CEO positions him/herself as the top champion and takes responsibility for progress toward goals. 2) Center D&I in your business strategy. 3) Hold executive leaders accountable for D&I outcomes. 4) Mitigate implicit bias at the systemic level. 5) Pivot from diversity training to leadership development. Concerning #4, the authors emphasize the need to eliminate systemic bias embedded in talent management and other decision-making processes rather than focusing primarily on eliminating individual bias. One tactic is to review all talent management policies and processes to identify how they unintentionally increase bias. A few examples include: recruiters might only advertise jobs to a narrow range of potential candidates; managers might only assign high-visibility work to those they know well; hiring managers might rank employee referrals higher than other candidates. Firms can audit all of their talent practices to determine required changes.