Want to get executive buy-in for your Diversity, Equity, and Inclusion (DE&I) goals? Tell them diverse organizations earn 2.5x higher cash flow per employee (LinkedIn Learning). According to the same report, inclusive teams are at least 35% more productive. And – perhaps most important for HR – 80% want to work for a company that values DE&I issues.
These numbers paint a clear picture: DE&I is key to company growth.
“While DE&I is complex and far-reaching in practice, the fundamental ideas behind it are easy to understand,” says Amy Hull, Paycor’s Director, Diversity, Equity & Inclusion. Diversity means difference. A diverse group could include people of various ages, genders, races, educational backgrounds, specialties, interests, and more. Equity ensures that everyone has access to the resources they need to succeed. Inclusion makes people feel safe to be their authentic selves at work.
This step-by-step guide can help you define, implement, and achieve meaningful DE&I goals. If you want even more inspiration, check out the examples below!
What Are DEI Goals?
The topic of DE&I can be complex and even controversial. Before deciding how to set DEI goals, HR should learn about the nuances of the issue at hand. DE&I goals empower HR to measure progress toward creating a more diverse, equitable, inclusive, and – as the data shows – financially competitive organization. Whether you use an OKR framework, KPI methodology, or something else, you have to define success before you can achieve it.
Benefits of Setting DEI Goals
Learning how to set DE&I goals offers numerous benefits. First, it allows HR to align their work with the overall company strategy. When you have clear goals, you can collect data to track progress and demonstrate results, making it far easier to secure executive support.
The simple act of setting DE&I goals is also a powerful way to communicate your company’s values. Transparency builds trust among employees, customers, and other stakeholders. Better yet, working toward your DE&I goals can expand your talent pipeline, increase employee engagement, and improve long-term retention.
How to Set DEI Goals Step by Step
Follow these steps to set effective DE&I goals and drive business results.
Step 1: Assess Current State
Start by learning about your company’s current state. Conduct a DE&I audit by running anonymous employee surveys, reviewing demographic data, and performing a pay equity analysis. A successful audit should give HR a clear view of your company’s current strengths and areas of opportunity.
Step 2: Engage Stakeholders
Deciding how to set DE&I goals will set the tone for your future success, so include a diverse group of stakeholders in the process –but remember, diversity doesn’t just refer to identities like race and gender. Reach out to employees with a variety of job titles, years of experience, and areas of expertise for feedback and support.
To start gathering input on DEI goals, HR can hold diversity councils, reach out to employee resource groups (ERGs), and connect with leaders across different departments. You can also solicit input from members of mentorship programs, including mentors and mentees. This collaborative approach leads to well-rounded goals that are relevant to your unique workforce. It also cultivates a shared sense of responsibility among employees.
Step 3: Define Clear Objectives
Like all business objectives, your DE&I goals need to be clear and specific. SMART criteria can be a helpful starting point. In the SMART framework, goals are:
- Specific: Clearly articulate what you want to achieve and why.
- Measurable: Establish concrete metrics to track your progress and evaluate success.
- Achievable: Goals should be challenging but realistic given your available resources.
- Relevant: All HR’s goals should align with the company’s overall values, mission, and long-term strategy. Work with executives and other stakeholders to ensure company-wide integration of DEI goals.
- Time-bound: Set deadlines for each goal to foster accountability and focus.
For example, “Improve the diversity of the sales team” is an admirable goal, but not a SMART one. On the other hand, “Increase the representation of women in the sales team by 25% by the end of Q4 2025” is SMART.
As you brainstorm specific goals, HR should focus on the desired impact of each one. Will these goals lead to noticeable improvements for your employees? Will they help your organization grow? What impact will they have on your community partnerships? Answering these questions can guide you toward meaningful results.
Step 4: Develop Action Plans
Create a detailed action plan for each goal. Your action plans should outline specific steps, timelines, and stakeholders so you can provide a comprehensive roadmap for implementation.
Set your team up for success by breaking down larger goals into smaller, manageable tasks. Determine any necessary resources, including budget, personnel, and technology. Assign clear responsibilities and schedule regular check-ins.
Step 5: Monitor and Adjust
Collecting data throughout the process allows you to make informed decisions and work toward your goals – even if progress is sometimes non-linear. Leaders should be ready to adjust their strategies based on new information.
Examples of DEI Goals
Every company’s DE&I goals are unique. Use these examples as inspiration. Then, set goals that reflect your team’s specific needs.
Hiring and Recruitment
Attract and hire a diverse workforce.
- Increase diversity in candidate pools:
Increase the percentage of applicants from underrepresented racial and ethnic groups by 20% for all open positions by the end of FY 2025.
- Implement bias-free hiring practices:
Train all hiring managers (100% completion rate) on bias-free hiring techniques, including structured interviews and diverse panel participation, by Q3 2025.
Training and Development
Invest in training and development programs that promote DE&I.
- Provide DE&I training for all employees:
Achieve 100% employee completion of DE&I training modules by the end of FY 2025. Assess employee knowledge and attitudes through pre- and post-training surveys.
- Create mentorship programs for underrepresented groups:
Launch a mentorship program for women and BIPOC employees by Q2 2025. Match at least 15 mentor/mentee pairs in the first year.
Culture and Inclusion
Cultivate a workplace culture where everyone feels valued and respected.
- Foster an inclusive workplace culture:
Increase employee sense of belonging scores on the bi-annual engagement survey by 10% within the next fiscal year.
- Promote employee resource groups and diversity events:
Establish at least three new employee resource groups (ERGs) by the end of FY 2025. Partner with each ERG (including new and pre-existing ERGs) to host at least one diversity event by Q3 2026.
Community Engagement
Extend DE&I efforts beyond the workplace and engage with the broader community.
- Partner with diverse organizations:
Establish partnerships with two community organizations that serve underrepresented populations by the end of calendar year 2025.
- Support community initiatives and outreach:
Increase employee participation in community outreach programs that support DE&I by 15% in the next 12 months.
Best Practices for Achieving DEI Goals
After you decide how to set DE&I goals, achieving them requires sustained effort. Use these best practices to navigate the process.
Leadership Commitment
Secure executive sponsorship to make DE&I a priority at every level of your organization. Partner with business leaders to champion relevant initiatives, allocate resources, and hold employees accountable. Their visible commitment sets the tone for the entire company.
Transparent Communication
Open communication makes accountability possible. Be as transparent as possible about your DE&I goals, strategies, and progress – even when you fail to reach milestones.
For example, you could publish internal reports with relevant DE&I metrics, send out a newsletter highlighting anonymous survey responses, or invite employees to participate in discussion groups about your progress.
Continuous Improvement
DE&I is an ongoing process, not a one-time initiative. Leaders should stay updated about DE&I trends and best practices in the field. Leaders can achieve this by attending regular trainings or hosting expert speakers for the entire HR team.
Celebrate Success
Recognizing team achievements builds momentum, morale, and commitment to the company’s mission. Acknowledge the efforts of individual employees and teams who contribute to your progress. Celebrating your success is a fun and effective way to reinforce positive behaviors.
How Paycor Helps
Paycor’s HR solutions empower leaders to set DE&I goals, driving long-term business results.
Paycor Pulse surveys collect responses from employees in an anonymous, psychologically safe environment, giving HR insight into the employee experience. You can review and analyze these results to understand whether your current DE&I work is achieving your desired goals.
Paycor Analytics helps HR review employee demographics, track retention rates, and monitor pay equity across the entire company.
HR can use Talent Development software to invest in high-potential employees, celebrating their success and helping them develop their careers. Our Recognition Tool encourages workers to acknowledge each other for a job well done, build community, and improve company culture.
Assess Your DEI Strategy
Are you ready to set DE&I goals for your team? Take the quiz to assess the state of your company and start identifying your top priorities!