In my previous role, I spearheaded a mentorship program that paired underrepresented employees with senior leaders. This initiative not only increased retention rates by 20% but also fostered a more inclusive culture where diverse perspectives were valued. The program's success was evident in the improved employee engagement scores and the increased representation of diverse talent in leadership positions.

I measure effectiveness through a combination of qualitative and quantitative metrics. This includes tracking participation rates, employee feedback surveys, and the representation of diverse groups in leadership roles. Additionally, I analyze the impact on company culture by monitoring changes in employee engagement and retention rates.

I would start by aligning diversity and inclusion goals with the company's strategic objectives and ensuring they are reflected in performance metrics. Regular training and awareness programs for all employees would be essential, along with fostering an inclusive leadership culture. I would also create employee resource groups to provide support and amplify diverse voices within the organization.

I address resistance by engaging in open dialogue and understanding the underlying concerns. I provide clear data and case studies demonstrating the benefits of diversity and inclusion initiatives. Additionally, I involve key stakeholders early in the process to build buy-in and ensure that the initiatives are tailored to meet the organization's specific needs and challenges.

In a previous role, I encountered a situation where a senior manager made a culturally insensitive comment. I immediately addressed the issue privately with the manager, providing education on cultural sensitivity and the impact of their words. I also facilitated a workshop for the team to discuss the incident openly, leading to a more inclusive and respectful workplace environment.