Purpose: This research study identifies why senior leaders opted to focus on diversity initiatives, and it explores the impact of diversity initiatives and their supporting roles on organizational culture. Design/methodology/approach: This phenomenological approach is applied through semi-structured qualitative research. The research study examined the experiences of 15 participants. Findings: Analysis of the results identified four themes that revealed internal and external factors motivating organizational leaders' focus on diversity initiatives. These factors included George Floyd's murder, social pressure, globalization, and morality. Secondarily, the findings identified transformational and transactional factors that impact organizational cultural change. The transformational elements are forming a strategy, creating a corporate design that supports the plan, and developing two-way communication to support interventions. The transactional factors defined the actions of the DEI professionals that support diversity programming. Practical implications: Executives can develop the best practices of DEI strategy by providing leaders with approaches that build impactful organizational programs. Originality/value: The research provides in-depth insight into the interventions implemented to support diversity initiatives and how effective leadership supports organizational change. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]