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Assess the current situation
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Define the desired outcomes
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Set SMART goals
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Plan the actions and resources
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Monitor and evaluate the results
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Here’s what else to consider
Diversity and inclusion are not only ethical and social values, but also strategic and competitive advantages for any organization. However, achieving a diverse and inclusive workplace requires more than good intentions and statements. It requires setting SMART goals that are specific, measurable, achievable, relevant, and time-bound. In this article, you will learn what are some SMART goals for improving diversity and inclusion in the workplace, and how to implement them effectively.
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- Merve Oklap Executive Recruiting | Coaching | Career Pathing 6
- Yara Hamed, PRINCE2®, ITIL®, Leading SAFe®, PMP Service Management Team Leader at _VOIS 1
- Dibyendu Biswas Results-driven Business and Technology Visionary | Multi-Industry Professional | SP Jain School of Global Management |… 1
1 Assess the current situation
Before setting any goals, you need to have a clear and honest picture of where your organization stands in terms of diversity and inclusion. You can use various methods to collect and analyze data, such as surveys, interviews, focus groups, audits, or benchmarks. The data should cover aspects such as demographics, culture, policies, practices, perceptions, and outcomes. You should also identify the gaps, challenges, and opportunities for improvement.
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- Merve Oklap Executive Recruiting | Coaching | Career Pathing
DEI targets cannot lean on recruiters or business alone, it’s a common target therefore the DEI KPI’s needs to be given across the entire organization. The CEO needs to be the sponsor- with strong influence, the business leaders needs to be the advocate with great determination, hr needs to be the enabler with data and culture and TA needs to run for it at every step of the way.Once this mindset is in place, achieving goals is a matter of time.
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- Yara Hamed, PRINCE2®, ITIL®, Leading SAFe®, PMP Service Management Team Leader at _VOIS
Expand Recruitment Efforts To Increase Diversity in New Hires. Create More Inclusive Job Descriptions.Conduct Surveys To Gauge Employee Perception on D&I. Increase the Number of Partnerships with Minority-Owned Businesses.
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2 Define the desired outcomes
Based on the data and insights from the assessment, you should define what are the specific outcomes you want to achieve in terms of diversity and inclusion. For example, you may want to increase the representation of underrepresented groups in leadership positions, improve the retention and engagement of diverse employees, foster a more inclusive culture, or enhance the innovation and performance of diverse teams. You should also align these outcomes with your organization's vision, mission, and values.
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3 Set SMART goals
Once you have defined the desired outcomes, you should translate them into SMART goals that are specific, measurable, achievable, relevant, and time-bound. For example, a SMART goal could be: "Increase the percentage of women in senior management roles from 25% to 35% by the end of 2022." A SMART goal should be clear, realistic, meaningful, and trackable. It should also be communicated and agreed upon by all the stakeholders involved.
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4 Plan the actions and resources
To achieve your SMART goals, you need to plan the actions and resources that are necessary and sufficient. You should break down your goals into smaller and manageable steps, and assign roles and responsibilities to each step. You should also identify the resources that are needed, such as budget, time, people, tools, or training. You should also anticipate and mitigate any potential risks or barriers that may hinder your progress.
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5 Monitor and evaluate the results
Finally, you need to monitor and evaluate the results of your actions and goals. You should establish indicators and metrics that measure the impact and effectiveness of your diversity and inclusion initiatives. You should also collect feedback and testimonials from your employees and customers. You should track and report your progress regularly, and celebrate your achievements and successes. You should also review and adjust your goals and actions if necessary, based on the lessons learned and the changing context.
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6 Here’s what else to consider
This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?
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- Dibyendu Biswas Results-driven Business and Technology Visionary | Multi-Industry Professional | SP Jain School of Global Management | IIT Kharagpur
Crafting SMART goals relies on strategic, data-driven planning. Identifying vital data points and aligning with benchmarks sets organizational baselines. Leveraging HR analytics is integral, adapting analysis to strategic priorities. In a growth scenario, anticipating flight risks mandates a focus on empowerment and talent pipelines. As a change manager, I recommend a dashboard, resulting in metrics-driven actions across talent mgmt stages. Contemporary methods like stay interviews offer deeper insights. D&I mapped across the employee lifecycle, org growth cycle and org design are compelling areas. Linking diversity outcomes to financials throughout the lifecycle is crucial. D&I require equity for belonging from an employee standpoint.
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- Vedansh Dubey Senior Executive HRBP | LinkedIn Top HR - Leadership Voice | Top 10 B-School Leader Unstop India, Rank-1 XIMB | Nat’l Winner TATA Steel-a-thon | XIMB-HR'23 | Nat’l Runner up Capgemini WOrkathon | Wipro(PPO) | Ex-TCS
Diversity and inclusion should not be done because it is “to-do point” or because everyone else is doing. It should be done to really make an impact that is only possible if associates know about it and put their efforts too to improve the situation. It should start with WHY it is important or WHY there is a need and WHAT impact it will make if those plans are going to be implemented. If these will be clear associates then will feel engaged and motivated to collaborate and participate in the various initiatives.
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