**3. Conclusion**

This chapter focused on the diversity, equity, and inclusion (DEI) in social work organizations and the role of leaders in developing and maintaining a climate of diversity, equity, and inclusion in their organizations. Leaders in social work organizations have an ethical responsibility not to engage in or condone any form of discrimination. It is incumbent upon leaders to make a strong knowledge regarding federal laws such as the Civil Rights Act of 1964 and the Civil Rights Act of 1991 that amended several sections of Title VII of the 1964 Civil Rights Act to strengthen and improve Federal civil rights laws and provide for the recovery of damages in Federal cases of intentional discrimination. The key to diversity, equity, and inclusion in social work organizations is leadership. Although many leaders in social work organizations say they are committed to DEI, their actions, policies, procedures, staff demographics, and practices reveal a totally different picture. A culture of diversity, equity, and inclusion starts at the leadership level and is impactful when there are intentional actions because this type of culture does not evolve organically. Organizational policy must translate into practice. Barriers will be encountered along the way; however, there are steps that can be taken to overcome barriers by changing their thought process about DEI and being proactive in the barriers they often
