7 customisable OKR examples for Diversity And Inclusion Manager
What are Diversity And Inclusion Manager OKRs?
The OKR acronym stands for Objectives and Key Results. It's a goal-setting framework that was introduced at Intel by Andy Grove in the 70s, and it became popular after John Doerr introduced it to Google in the 90s. OKRs helps teams has a shared language to set ambitious goals and track progress towards them.
OKRs are quickly gaining popularity as a goal-setting framework. But, it's not always easy to know how to write your goals, especially if it's your first time using OKRs.
We've tailored a list of OKRs examples for Diversity And Inclusion Manager to help you. You can look at any of the templates below to get some inspiration for your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
Building your own Diversity And Inclusion Manager OKRs with AI
While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.
Our customisable Diversity And Inclusion Manager OKRs examples
We've added many examples of Diversity And Inclusion Manager Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.
Hope you'll find this helpful!
1. OKRs to promote and cultivate a diverse and inclusive workplace culture
Promote and cultivate a diverse and inclusive workplace culture
Increase the representation of underrepresented groups by 10% in all departments
Implement mandatory diversity and inclusion training for staff- Revise promotion policies to ensure equity
- Develop recruitment strategies targeting underrepresented groups
- Conduct and achieve a 90% participation rate in diversity and inclusion training
- Develop a clear, compelling case for why diversity training is necessary
- Set and communicate clear participation expectations to all employees
- Promote the training through engaging communications
- Improve inclusivity score by 15% as measured in quarterly employee engagement survey
- Increase representation across all levels & departments
- Implement regular diversity and inclusivity training workshops
- Foster an open, transparent communication culture
2. OKRs to enhance diversity and inclusion initiatives
- Increase diversity and inclusion in the workplace
- Conduct an anonymous diversity and inclusion survey to gather feedback
- Increase percentage of underrepresented groups in new hires
- Implement a mentorship program for diverse employees
- Provide diversity and inclusion training for all employees
3. OKRs to enhance employee inclusivity and engagement in the workplace
- Enhance employee inclusivity and engagement in the workplace
- Decrease employee turnover rate by 15%
- Implement comprehensive, regular employee satisfaction surveys
- Establish clear, responsive communication channels
- Develop competitive benefits package and advancement opportunities
- Increase responses on employee engagement surveys by 30%
- Offer incentives for completing the survey
- Simplify the survey for easier completion
- Implement a communication strategy emphasizing survey importance
- Implement a minimum of 2 diversity and inclusion training sessions per group
- Schedule two training sessions for each group
- Communicate training dates and details to groups
- Identify suitable diversity and inclusion training programs
4. OKRs to increase and diversify our portfolio of local, small-scale, and minority-owned vendors
- Increase and diversify our portfolio of local, small-scale, and minority-owned vendors
- Create and implement a supplier diversity policy within the organization
- Draft a comprehensive supplier diversity policy for the organization
- Conduct training sessions to implement the policy
- Obtain leadership approval for the proposed policy
- Increase procurement from woman- and minority-owned vendors by 25%
- Develop partnerships with these targeted vendors
- Organize procurement training focusing on diversity
- Identify potential woman- and minority-owned suppliers
- Identify and onboard at least 20 new local, small-scale vendors by quarter end
- Facilitate onboarding process for selected vendors
- Research potential local, small-scale vendors
- Initiate contact and build relationships
5. OKRs to foster inclusivity in the workplace
- Foster inclusivity in the workplace
- Conduct diversity and inclusion training for all employees
- Develop an inclusive training program with modules covering diversity and inclusion topics
- Evaluate the effectiveness of the training through post-training surveys and feedback sessions
- Create interactive activities and discussions to encourage employee engagement during the training
- Schedule and coordinate training sessions for all employees across different departments
- Implement mentorship programs to support career development for diverse employees
- Identify senior leaders who can serve as mentors for diverse employees
- Promote mentorship opportunities and encourage employees to participate through internal communications
- Evaluate the success of the mentorship program and make necessary adjustments for continuous improvement
- Develop mentorship guidelines and resources to ensure consistency and effectiveness
- Increase representation of underrepresented groups in the workforce by 10%
- Establish an anonymous feedback system to gather input on inclusivity efforts
- Research and select a secure online platform for anonymous feedback collection
- Promote and communicate the anonymous feedback system across the organization
- Regularly review and analyze the received feedback to inform and improve inclusivity efforts
- Create clear guidelines and instructions for submitting anonymous feedback
6. OKRs to foster an inclusive, equitable, and diverse office culture
- Foster an inclusive, equitable, and diverse office culture
- Achieve 20% improvement in diversity and inclusion survey results
- Create a diversity and inclusion team
- Revise hiring practices to prioritize diversity
- Implement diversity and inclusion training for all staff
- Implement diversity training to 100% of team members
- Identify suitable diversity training programs or providers
- Confirm and record each team member's training completion
- Schedule mandatory training sessions for all team members
- Increase minority hiring by 25%
- Offer diversity and inclusion training for hiring managers
- Implement inclusive hiring practices in the recruitment process
- Establish partnerships with minority-focused professional organizations
7. OKRs to strengthen HR compliance and DEI program adherence in Kenya
- Strengthen HR compliance and DEI program adherence in Kenya
- Increase percentage of employees completing DEI training by 20%
- Develop engaging, relevant DEI training material
- Schedule mandatory training sessions for all employees
- Implement incentives for course completion
- Conduct 3 comprehensive legal compliance training for HR unit by end of quarter
- Identify necessary topics for legal compliance training
- Implement these trainings to the HR unit
- Schedule and plan three comprehensive trainings
- Implement revised HR policies aligning with Kenya legal framework, with zero discrepancies
- Review current HR policies for compliance with Kenya legal framework
- Communicate and enforce revised HR policies across the firm
- Identify and rectify any discrepancies in the policies
Diversity And Inclusion Manager OKR best practices to boost success
Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.
Here are a couple of best practices extracted from our OKR implementation guide 👇
Tip #1: Limit the number of key results
Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.
We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.
Tability's audit dashboard will highlight opportunities to improve OKRsTip #2: Commit to weekly OKR check-ins
Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.
Being able to see trends for your key results will also keep yourself honest.
Tability's check-ins will save you hours and increase transparencyTip #3: No more than 2 yellow statuses in a row
Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.
As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.
Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.
How to turn your Diversity And Inclusion Manager OKRs in a strategy map
OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full benefits from the framework. Reviewing progress periodically has several advantages:
- It brings the goals back to the top of the mind
- It will highlight poorly set OKRs
- It will surface execution risks
- It improves transparency and accountability
Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.
Tability's Strategy Map makes it easy to see all your org's OKRsIf you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.
More Diversity And Inclusion Manager OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to enhance and promote collaboration within the new team
- OKRs to to maximize clarity and reach in resident communication
- OKRs to increase client retention for enhanced repeat business
- OKRs to expand BDR prospecting efforts into new target markets or industry segments
- OKRs to boost website performance
- OKRs to streamline and optimize our HR data process
OKRs resources
Here are a list of resources to help you adopt the Objectives and Key Results framework.
- To learn: What is the meaning of OKRs
- Blog posts: ODT Blog
- Success metrics: KPIs examples
What's next? Try Tability's goal-setting AI
You can create an iterate on your OKRs using Tability's unique goal-setting AI.
Watch the demo below, then hop on the platform for a free trial.