7 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:
- Use our free OKR generator
- Use Tability, a complete platform to set and track OKRs and initiatives, including a GPT-4 powered goal generator
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. 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 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
3. 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
4. OKRs to enhance leadership inclusivity across all teams
- Enhance leadership inclusivity across all teams
- Implement inclusivity training for all team leaders by the end of the quarter
- Identify relevant inclusivity training programs for team leaders
- Schedule training sessions for each team leader
- Monitor and report on training progress and effectiveness
- Decrease leadership team's turnover rate by 20% through fostering inclusivity
- Encourage open dialogue about inclusivity during team meetings
- Implement comprehensive diversity training for all management level employees
- Establish a mentoring program that promotes inclusivity
- Increase internal survey's inclusivity score by 30% among leadership team
- Encourage honest communication through anonymous feedback
- Revise survey questions to eliminate unconscious bias
- Implement mandatory leadership training on diversity and inclusivity
5. OKRs to cultivate an inclusive and engaging work environment for all employees
- Cultivate an inclusive and engaging work environment for all employees
- Achieve a 20% improvement in overall employee satisfaction scores
- Implement feedback changes to improve work culture and environment
- Design and implement an employee recognition program
- Conduct regular surveys to assess current employee satisfaction levels
- Increase employee survey engagement rate by 30%
- Implement attractive incentives for completing the survey
- Simplify survey to reduce completion time
- Communicate survey importance via company-wide email
- Implement a diversity and inclusion training program for 100% of team leaders
- Determine the content and structure of the training program
- Schedule and communicate training sessions to all team leaders
- Identify or hire qualified, experienced trainers for instruction
6. OKRs to enhance diversity, equity, and inclusion in our performance evaluation process
- Enhance diversity, equity, and inclusion in our performance evaluation process
- Develop and implement a new performance review structure that equally emphasizes DEI
- Create a draft plan integrating DEI into reviews
- Research DEI-focused performance review methods
- Implement and monitor the new structure
- Increase the representation of diverse employees in the top performance quartile by 25%
- Promote diverse employees based on their skills and performance
- Implement diversity training sessions to team leaders
- Develop inclusive hiring strategies targeting diverse talent pools
- Train 100% of our evaluators on DEI principles and bias elimination techniques
- Develop comprehensive DEI training program for evaluators
- Schedule mandatory training sessions for all evaluators
- Monitor and track evaluators' progress and understanding
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 Team 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 Team OKRs in a strategy map
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.
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 Team OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to achieve full productivity in general accounting role
- OKRs to enhance travel efficiency and punctuality
- OKRs to increase system transaction success rate to 90%
- OKRs to forge symbiotic relations with key stakeholders for expertise promotion
- OKRs to improve efficiency and accuracy of Salesforce data migration process
- OKRs to improve the accuracy of patient estimations
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
Create more examples in our app
You can use Tability to create OKRs with AI – and keep yourself accountable 👀
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