I don’t think we can underestimate the importance of “inclusion” in the DE&I equation. There is little point hitting diversity numbers with respect to hiring externally if the environment, once a candidate joins, is not reflective of the experience through the recruitment process. Ultimately this can have the opposite impact than the one intended. Focusing on behavioural and cultural change has to be key in ensuring tokenism doesn’t set in. 

Diversity & inclusion is hard work, partly because it’s challenging to meet a diversity quota without slipping into tokenism

https://www.the-network.com/five-ways-to-avoid-tokenism-in-diversity-inclusion-work/