3 customisable OKR examples for Diversity And Inclusion Team

What are Diversity And Inclusion Team OKRs?

The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.

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 Team 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 Team 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.

Feel free to explore our tools:

Our customisable Diversity And Inclusion Team OKRs examples

We've added many examples of Diversity And Inclusion Team 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. OKR to promote and cultivate a diverse and inclusive workplace culture

  • ObjectivePromote and cultivate a diverse and inclusive workplace culture
  • Key ResultIncrease the representation of underrepresented groups by 10% in all departments
  • TaskImplement mandatory diversity and inclusion training for staff
  • TaskRevise promotion policies to ensure equity
  • TaskDevelop recruitment strategies targeting underrepresented groups
  • Key ResultConduct and achieve a 90% participation rate in diversity and inclusion training
  • TaskDevelop a clear, compelling case for why diversity training is necessary
  • TaskSet and communicate clear participation expectations to all employees
  • TaskPromote the training through engaging communications
  • Key ResultImprove inclusivity score by 15% as measured in quarterly employee engagement survey
  • TaskIncrease representation across all levels & departments
  • TaskImplement regular diversity and inclusivity training workshops
  • TaskFoster an open, transparent communication culture

2. OKR to foster an inclusive, equitable, and diverse office culture

  • ObjectiveFoster an inclusive, equitable, and diverse office culture
  • Key ResultAchieve 20% improvement in diversity and inclusion survey results
  • TaskCreate a diversity and inclusion team
  • TaskRevise hiring practices to prioritize diversity
  • TaskImplement diversity and inclusion training for all staff
  • Key ResultImplement diversity training to 100% of team members
  • TaskIdentify suitable diversity training programs or providers
  • TaskConfirm and record each team member's training completion
  • TaskSchedule mandatory training sessions for all team members
  • Key ResultIncrease minority hiring by 25%
  • TaskOffer diversity and inclusion training for hiring managers
  • TaskImplement inclusive hiring practices in the recruitment process
  • TaskEstablish partnerships with minority-focused professional organizations

3. OKR to enhance leadership inclusivity across all teams

  • ObjectiveEnhance leadership inclusivity across all teams
  • Key ResultImplement inclusivity training for all team leaders by the end of the quarter
  • TaskIdentify relevant inclusivity training programs for team leaders
  • TaskSchedule training sessions for each team leader
  • TaskMonitor and report on training progress and effectiveness
  • Key ResultDecrease leadership team's turnover rate by 20% through fostering inclusivity
  • TaskEncourage open dialogue about inclusivity during team meetings
  • TaskImplement comprehensive diversity training for all management level employees
  • TaskEstablish a mentoring program that promotes inclusivity
  • Key ResultIncrease internal survey's inclusivity score by 30% among leadership team
  • TaskEncourage honest communication through anonymous feedback
  • TaskRevise survey questions to eliminate unconscious bias
  • TaskImplement mandatory leadership training on diversity and inclusivity

Best practices for managing your Diversity And Inclusion Team OKRs

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 πŸ‘‡

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 Insights DashboardTability's audit dashboard will highlight opportunities to improve OKRs

Tip #2: Commit to the weekly 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 Insights DashboardTability's check-ins will save you hours and increase transparency

Tip #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.

Best way to track your Diversity And Inclusion Team OKRs

The rules of OKRs are simple. Quarterly OKRs should be tracked weekly, and yearly OKRs should be tracked monthly. 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.

A strategy map in TabilityTability's Strategy Map makes it easy to see all your org's OKRs

If 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 Team OKR templates

We have more templates to help you draft your team goals and OKRs.

OKRs resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.

Create more examples in our app

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