Over the last year, diversity, equity and inclusion has lost its luster. Politicians are passing bills limiting the reach of DE&I in the workplace. Conservative-leaning consumers are boycotting companies they perceive as too “woke.” And reports have shown that diversity and inclusion training at work is largely ineffective. But further research reveals that women are still paid less than men in similar roles, people of color struggle to ascend the leadership pipeline and LGBTQ+ employees routinely face discrimination in the workplace. Companies continue to fall short in their efforts to reverse these trends. Some experts say there may be an “inclusion solution” to the DE&I problem. More leaders today are emphasizing the importance of inclusion in the workplace—including SHRM, which recently began adopting the designation “inclusion, equity and diversity (IE&D).” Inclusion creates a sense of belonging among employees that can translate to greater productivity, more innovation and better decision-making. Team performance improves, and employee “us-vs.-them” sentiment declines, when people feel more connected. Is there a way forward? The answer starts with asking a few key questions.