3 customisable OKR examples for Inclusivity

What are Inclusivity 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.

Formulating strong OKRs can be a complex endeavor, particularly for first-timers. Prioritizing outcomes over projects is crucial when developing your plans.

We've tailored a list of OKRs examples for Inclusivity 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 Inclusivity 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 Inclusivity OKRs examples

You'll find below a list of Objectives and Key Results templates for Inclusivity. We also included strategic projects for each template to make it easier to understand the difference between key results and projects.

Hope you'll find this helpful!

1. 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

2. OKR to improve Arbor's inclusivity

  • ObjectiveImprove Arbor's inclusivity
  • Key ResultConduct diversity training for all employees
  • TaskCommunicate training details and expectations to all staff
  • TaskSchedule training sessions for all employees
  • TaskIdentify a well-recognized diversity training program or consultant
  • Key ResultImplement two new inclusive policies or initiatives company-wide
  • TaskDevelop two new inclusive policies or initiatives
  • TaskIdentify areas needing inclusivity improvement within the company
  • TaskLaunch and communicate these policies company-wide
  • Key ResultIncrease diversity representation in leadership roles by 10%
  • TaskImplement mandatory diversity and inclusion training for all staff members
  • TaskActively recruit diverse candidates for leadership roles
  • TaskDevelop targeted leadership programs for underrepresented employees

3. OKR to foster inclusivity in the workplace

  • ObjectiveFoster inclusivity in the workplace
  • Key ResultConduct diversity and inclusion training for all employees
  • TaskDevelop an inclusive training program with modules covering diversity and inclusion topics
  • TaskEvaluate the effectiveness of the training through post-training surveys and feedback sessions
  • TaskCreate interactive activities and discussions to encourage employee engagement during the training
  • TaskSchedule and coordinate training sessions for all employees across different departments
  • Key ResultImplement mentorship programs to support career development for diverse employees
  • TaskIdentify senior leaders who can serve as mentors for diverse employees
  • TaskPromote mentorship opportunities and encourage employees to participate through internal communications
  • TaskEvaluate the success of the mentorship program and make necessary adjustments for continuous improvement
  • TaskDevelop mentorship guidelines and resources to ensure consistency and effectiveness
  • Key ResultIncrease representation of underrepresented groups in the workforce by 10%
  • Key ResultEstablish an anonymous feedback system to gather input on inclusivity efforts
  • TaskResearch and select a secure online platform for anonymous feedback collection
  • TaskPromote and communicate the anonymous feedback system across the organization
  • TaskRegularly review and analyze the received feedback to inform and improve inclusivity efforts
  • TaskCreate clear guidelines and instructions for submitting anonymous feedback

Best practices for managing your Inclusivity 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 👇

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 Inclusivity OKRs

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

Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.

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 Inclusivity 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

You can use Tability to create OKRs with AI – and keep yourself accountable 👀

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