Janie Jones, a director in a global financial services software firm, along with most of the rest of her company, had been on the receiving end of a scathing email from a departing African-American employee. The email had accused many of the organization's leaders-by name-of arrogance, ineptitude, and racist practices. The company had not offered any formal response-either by way of defending its leadership or acknowledging its need to improve. As a director, Janie felt the need to assess the morale of her own team in the wake of this event. She also wondered if the departing employee's concerns reflected larger managerial, structural, or cultural issues that needed to be addressed in addition to the possible need for initiating diversity and inclusion practices. Alternatively, was the employee simply a disgruntled staffer displaying his own personal deficiencies and insecurities? The email had caused quite a stir in the organization, but the subsequent silence was deafening.