A research team writes: “Many organizations struggle with diversity, equity, and inclusion (DEI). People are busy. They have lots of competing priorities and lots to occupy their brains. Even if they care about DEI, they might not have it top of mind as they go about their work. As a result, they might not see how their decisions are relevant for DEI and so might inadvertently make inequitable decisions. To fix this, managers and organizations should make DEI more immediately obvious when it matters most—when consequential decisions about such matters as hiring, promotions, and performance evaluation are being made.”