Offer constructive feedback, additional insights, or alternative perspectives to the following information: All four speakers' companies have their own unique strategies to combat bias in their workplaces, but they all have one strategy in common, which is the diversity, inclusion, and equity strategy in talent management lifecycle. Ebony Barrett Kennedy shares that diversity starts with the recruiting process by creating a core circle with diverse talents and then expanding the circle through recommendations and referral program to attract more diverse workforce. She also addresses the importance of giving staff the opportunity to learn and grow by identifying their potential and putting them forwarded to be chosen as leaders. Mandisa Diggs states that diversity strategy in talent acquisition is a low-hanging fruit. Company should pay attention to the job description to avoid using bias words on gender and race. Additionally, she emphasizes the inclusive culture is one of the important factors to make sure voices are heard and employees can be authentic at workplace. Moreover, company should keep transparency on the hiring process and help employees to advance in their careers. Ameneh Emrani summarizes their strategy as diversity in the recruiting, retention, and advancement processes. Similarly to Mandisa, she also mentions