Qualitatively: By listening to employees and giving them appropriate channels to address incidences of bias.

Quantitatively: By looking for bias in employee advancement, hiring, etc.

Furthering the quantitative angle a bit, it's easy to overlook the decision-making power of the positions involved (ie: the number of people of color in leadership roles, versus in entry level positions).

How do you think?

I feel like step 1 is helping people care enough to slow down and understand what it is to be able to identify it in themselves, their networks and their organizations.

This short video does a good job of illustrating how it piles up over time: https://www.youtube.com/watch?v=YrHIQIO_bdQ

I look at the amazing team I'm surrounded by that is largely void of people of color and think about our hiring practices, our exposure to communities outside of the majority and our customer base as well and see the direct and indirect ripples of systemic racism.