Does having a more gender and culturally diverse leadership group, for example with more women and people of colour, effectively foster and promote diversity, equity, and inclusion within organizations? Diverse leadership is often seen as a catalyst for change, bringing varied perspectives and experiences that can lead to more innovative and inclusive decision-making. However, this approach raises several questions: Can diverse leadership alone drive meaningful DEI outcomes, or are additional strategies and commitments required at all organizational levels? How do organizations ensure that diversity in leadership is genuine and not merely tokenistic? What are the potential challenges and benefits of implementing such diversity in leadership, and how can its impact on DEI be measured? Ultimately, can a more gender and culturally diverse leadership group create a truly inclusive and equitable workplace, or are there limitations to this approach?