We’ve written before on the importance of creating priorities, habits, and systems (PHS) when it comes to large-scale culture change.

But with so many organizations taking a renewed—or perhaps unprecedented—interest in reshaping their D&I efforts to boost inclusion, mitigate bias, and become more human overall, we felt compelled to revisit the model and explain the underlying science. Because when it comes to addressing systemic racism, you can’t do it just by making it a priority.