Pushing Past the Performative creates more accountability for equity in leadership opportunity and development; from cultural moment to equity movement. How do we ensure having a holistic approach throughout the employee life cycle? How do we not only push but integrate equity into development programs, learning and development strategy? All too often, our current inflection point regarding structural racism has been met with a familiar window-dressing that, admittedly, only scratches the surface of one of our most visible cultural crises. We have seen it before; the organization runs through one or more reparative steps: issue a statement; apologize and confirm diversity commitment; hire a diversity officer; establish a DEI committee; mandate training. If not well-executed, these remedies become as ineffective as were the “sensitivity trainings” of the 1990s. Truly moving the needle on racial diversity, equity and inclusion requires more than tepid performative measures. This discussion explores the kinds of initiatives that can drive impactful DEI organizational change.