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Most people believe in promoting DEI in the workplace. But implicit and unconscious biases — not to mention the constant juggling of priorities required at work — can lead to inequitable decision-making. In this article, drawing on recent research, the authors suggest that this problem can be addressed by making DEI more immediately obvious, or salient, to managers immediately before they need to make consequential decisions about such matters as hiring, promotions, and performance evaluation. The authors discuss three particularly effective ways of doing so.