For decades, the architecture, engineering and construction industries in the US have been dominated by a narrow demographic group comprised for the most part of those who are male, white, and wealthy. It is critical for an industry that is meant to design for everyone to be representative of the communities we serve. Data shows that the needle has not moved meaningfully towards more diversity in architecture. Some companies have been aware of these issues and actively addressing them for years. Others have recently focused efforts on DEI or JEDI issues. In some cases, they have created or carved out roles for people within their organizations to actively work on them. The DEI Leadership Network was born of this movement, and for the past two years has provided a space for those in these specialized roles, whether they are firm principals, HR professionals, DEI leaders or heads of employee resource groups, to share goals, strategies and challenges. With over 30 individuals representing 25 companies, we address a different topic each month. We will share some examples of how this cross pollination has increased awareness and driven positive change forward, as well as how to implement some of our techniques.