Diversity and inclusion are crucial components of a successful and thriving workplace in today's world. With an increasingly diverse global population, it's essential for companies to create an environment where everyone feels valued and respected, regardless of race, gender, age, sexual orientation, religion, or any other personal characteristic.
Diversity and inclusion bring a wealth of benefits to an organization, including increased creativity and innovation, better problem-solving, improved decision-making, and stronger relationships with customers and partners.
"OKRs is the top recommended strategy to drive DE&I at the workplace.”
- Harvard Business Review on Diversity and Inclusion
OKRs (Objectives and Key Results) are a goal-setting framework that can help companies prioritize and track their diversity and inclusion efforts. OKRs provide a clear roadmap for what the company wants to achieve, how it plans to get there, and how progress will be measured. This can help organizations ensure that their diversity and inclusion initiatives are aligned with their overall business goals, and that progress is being made toward creating a more inclusive and equitable workplace.
Diversity and inclusion are not just important for social justice, but also for the success and competitiveness of companies in today's world. Using OKRs can help companies to focus on their diversity and inclusion goals and to measure their progress towards creating a more inclusive workplace.
Here are some of the popular examples of diversity and inclusion OKRs taken by organizations to build a great workplace in a hybrid world.
Objective 1: Increase diversity within the company's leadership team
Key Result 1: Increase the representation of underrepresented groups in leadership positions from 5 to 10
Key Result 2: Implement unconscious bias training for all managers by Apr 20, 2023
Key Result 3: Increase hosting of regular diversity and inclusion-focused employee resource groups for underrepresented groups from 1 per quarter to 3 per quarter
Objective 2: Foster a more inclusive workplace culture to improve DE&I scores
Key Result 1: Reduce the gender pay gap from 20% to 5% within the next 6 months.
Key Result 2: Increase employee satisfaction with the company's diversity and inclusion initiatives from 3.5 to 4.5
Key Result 3: Increase the number of diverse candidates in the interview process by from 30% to 45%
Objective 3: Improve diversity and inclusiveness in company policies and practices
Key Result 1: Revise and implement company policies and practices to better support diversity and inclusion by Aug
Key Result 2: Increase employee participation in diversity and inclusion-focused training and workshops from 35% to 45%
Key Result 3: Establish a diversity and inclusion task force to regularly review and improve company policies and practices by Sep
Objective 4: Increase diversity in the company's supplier base
Key Result 1: Increase the number of diverse suppliers used by the company from 15% to 25%
Key Result 2: Implement a supplier diversity program to support and grow the number of diverse suppliers by Aug
Key Result 3: Establish partnerships with diverse-owned businesses to further increase the company's supplier diversity by Dec
1. Percentage of diverse employees in the company
2. Representation of diverse employees in leadership positions
3. The employee retention rate for diverse employees
4. Recruitment of diverse job candidates
5. The success rate of diverse job candidates in the hiring process
6. Employee satisfaction with diversity and inclusion initiatives
7. Employee engagement with diversity and inclusion initiatives
8. Percentage of diverse suppliers and partners
9. Employee training on diversity and inclusion topics
10. Feedback from diverse employees on company culture
11. Employee participation in diversity and inclusion programs
12. Diversity of ideas and perspectives in decision-making processes
13. Number of employee resource groups
14. Employee referrals for diverse candidates
15. Percentage of diverse promotions
16. Time to fill positions for diverse candidates
17. The employee retention rate for diverse managers
18. Employee representation in performance evaluations
19. Employee representation in company events and activities
20. Employee representation in company communications
21. Employee representation in company-sponsored training programs
22. Employee representation in mentorship programs
23. Employee representation in employee recognition programs
24. Employee representation in company volunteer initiatives
25. Employee representation in diversity and inclusion committees
26. Employee representation in cross-functional teams
27. Employee representation in special projects and assignments
28. Employee representation in international assignments
29. Employee representation in leadership development programs
30. Employee representation in professional development programs
31. Employee representation in industry events and conferences
32. Employee representation in customer and client events
33. Employee representation in community outreach programs
34. Employee representation in employee wellness programs
35. Employee representation in sustainability initiatives
36. Employee representation in diversity and inclusion surveys
37. Employee representation in diversity and inclusion training programs
38. Employee representation in diversity and inclusion workshops
39. Employee representation in diversity and inclusion task forces
40. Employee representation in diversity and inclusion roundtables
41. Employee representation in diversity and inclusion town halls
42. Employee representation in diversity and inclusion focus groups
43. Employee representation in diversity and inclusion action plans
44. Employee representation in diversity and inclusion success stories
45. Employee representation in diversity and inclusion best practices
46. Employee representation in diversity and inclusion metrics and KPIs
47. Employee representation in diversity and inclusion benchmarking studies
48. Employee representation in diversity and inclusion awards and recognitions
49. Employee representation in diversity and inclusion resource guides
50. Employee representation in diversity and inclusion training and development opportunities
In conclusion, diversity, equity, and inclusion (DE&I) are critical components of a healthy and successful workplace. By setting clear objectives and key results (OKRs) and tracking progress with key performance indicators (KPIs), organizations can prioritize and measure their DE&I initiatives in a structured and impactful way.
The use of OKRs and KPIs not only helps organizations focus on specific goals but also enables them to track their progress and make data-driven decisions to continually improve their DE&I efforts. A commitment to DE&I is not only the right thing to do, but it also has tangible business benefits such as increased employee engagement, better decision-making, and improved financial performance. As organizations strive to create a more diverse and inclusive workplace, it's essential that they leverage the power of OKRs and KPIs to achieve their DE&I goals.
At Fitbots, we are engrossed in OKRs, KPIs and strategy execution. While helping you figure out what to measure, we strongly believe actions drive progress. Fitbots software is specially tuned to help you drive actions with both OKRs and KPIs no matter how you choose to run your business. Try our software and align your teams to make meaningful contributions towards business outcomes.
Kashi is the Co-founder and CTO of Fitbots. Kashi has coached over 700+ teams on OKRs with a focus on helping founders and teams achieve more with OKRs. His niche focuses on the future of work by bringing technology to life.
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