5 Steps to Creating Measurable D&I Goals
2020 put a spotlight on the ongoing inequities that have always existed in American society, including the business world. Over the course of the last year, terms like intersectionality, systemic racism, and white privilege entered the corporate vernacular. This development brought a necessary depth and contextual framing to previously sanitized conversations around diversity and inclusion.
Although validating and acknowledging the barriers that underrepresented groups face at work is undoubtedly progress for many organizations, lasting change cannot happen until those conversations are converted into action.
This is easier said than done, especially when aspects of inclusion can be difficult to quantify. Here’s where your organization can begin:
1. Be Intentional—Connect DEIJ to Your “Why”
While many of your team members may understand why diversity, equity, inclusion, and justice (DEIJ) are important on a macro level, company leadership needs to be specific about how DEIJ connects to each individual.
Start with reflective questions: Why does my company care about diversity and inclusion? Are they more than just buzzwords? How does building an inclusive culture enhance our specific business objectives?
Making the specific case for DEIJ at your business can help managers and individual contributors alike buy into your initiatives, understand their personal responsibilities, and help move the organization's progress along.
2. Ask the Tough Questions (and really listen to the answers)
Prior to setting DEIJ goals, you must first identify your organization’s areas of improvement and establish benchmarks by which you will track progress.
In order for this to be a valuable exercise, there must be a willingness to ask hard-hitting questions, admit to shortfalls, and bring as many voices and experiences into the process as possible. While some diversity and equity metrics can be measured with quantitative audits, inclusion also needs qualitative methods such as focus groups and anonymous surveys.
When designing and facilitating these measurement tools, it is crucial that you ask honest questions. For example, instead of “What can we do better?” go a step further and ask “Are there any areas of inclusion where we have failed or fallen short?”
3. Document Goals that are Specific, Measurable, and Time Bound
Pair employee feedback with specific business objectives to create data-driven goals with deadlines and key milestones. For example:
Increase representation of Black employees in senior leadership roles to 3.5% and 7% in Canada and the U.S., respectively (BMO)
Invest $120 million toward U.S. initiatives focused on ending racial injustice and supporting Black communities through 2025. (Adidas)
Require all HPE managers to attend diversity and inclusion training (Hewlett Packard Enterprise)
Create an “inclusion advisory board” made up of both internal and external leaders, and set near, medium, and long-term goals related to diversity and inclusion. (General Motors)
Click here for more examples.
4. Be Transparent, Ask for Feedback, and Avoid Confirmation Bias
Share your goals with employees, and offer opportunities for ongoing feedback and discussions. Listen carefully to what you hear. While the business goals are firm, you should ensure that the proposed initiatives remain in alignment with the needs of the organization—and serve to address key concerns.
Upholding a spirit of transparency throughout every step helps employees feel that they are a part of this important process.
5. Track Progress and Uphold Accountability
Establish a method of regularly reporting progress or roadblocks, and don’t forget to celebrate any successes.
Keep in mind that there is no point at which your organization’s DEIJ work is completely done. It’s not a box that can be checked off, never to be revisited. There will always be more work to do to maintain and advance positive change. While the journey may be long, getting started is the first step.