Globally, organizations are increasingly realizing the importance of diversity, equity, and inclusion (DEI) in their workplace culture. Companies that embrace DEI initiatives not only have a more engaged and productive workforce but also enjoy the better financial performance and greater innovation. Having outcome-driven and performance-focused DEI Goals is crucial to the OKR project’s success. You may use any relevant metric, which can be defined within the strategic goal management framework like Objectives and Key Results (OKRs). You can even choose OGSM (Objectives, Goals, Strategies, Measures), but OKRs are more widely used.
OKR is an organizational Strategy and Performance management framework that can help companies set and achieve their DEI goals.
Some of the typical OKRs for a DEI Program would be around improving representation, improving retention, talent development and mobility, etc. Having an OKR-based DEI Journey mapped to every core team member as well as the collaborating teams ensures that everyone in the organization is working towards the same objectives. But that’s not all – the rigor of the OKRs is in regular cadence mechanism and methodical tracking and evaluation of the progress. By defining clear and specific goals, companies can create a sense of direction and accountability that will keep their DEI initiatives on track.
One of the most significant benefits of OKRs in DEI is that they can help companies not just increase diversity in hiring but also have inclusion goals to cover underrepresented groups. It can also bring sensitivity in workplaces with DEI training and designing inclusive office spaces. Companies can also set goals for reducing bias in the recruitment process, such as ensuring that job descriptions are inclusive and free from gendered or racialized language.
Another way OKRs can be used to support DEI is by defining and improving specific metrics around
1. employee experience for underrepresented groups.
2. Increasing employee engagement.
3. Improving workplace accommodations for employees with disabilities
4. Implementing flexible work arrangements to support working parents or caregivers.
5. The number of women or people of color in leadership positions
6. Equitable growth opportunities for all.
7. Improve pay practices to identify and address pay disparities and biases
Finally, OKRs can help companies to create a culture of accountability and transparency around their DEI initiatives. By regularly reporting on their progress toward their DEI goals, they can create a sense of urgency, accountability, and focus on DEI issues.
In conclusion, OKRs can be a powerful tool for supporting DEI initiatives in organizations. By setting clear, measurable, and attainable goals, they can create a sense of direction and responsibility around their DEI efforts.
What are your DEI OKRs? Have you defined them yet?