2.2 Setting Specific, Measurable EDI Targets
As you establish a mission statement, the next step is to determine EDI goals, or the equity, diversity, and inclusion ones. These goals must be SMART (specific, measurable, agreed-upon, realistic, and time-bound). By way of illustration, rather than simply wanting more diversity, you may have the goal of increasing the number of people from underrepresented groups in leadership roles by 20% in three years.
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It should include all of the potential areas of EDI, such as planning, recruitment, retaining people, helping them learn, and promotion within the company setting.
The entire company must...
2.2 Setting Specific, Measurable EDI Targets
As you establish a mission statement, the next step is to determine EDI goals, or the equity, diversity, and inclusion ones. These goals must be SMART (specific, measurable, agreed-upon, realistic, and time-bound). By way of illustration, rather than simply wanting more diversity, you may have the goal of increasing the number of people from underrepresented groups in leadership roles by 20% in three years.
Recommended: ActivTrak Productivity Lab released results from a new study
It should include all of the potential areas of EDI, such as planning, recruitment, retaining people, helping them learn, and promotion within the company setting.
The entire company must be aware of these objectives, and you need to check often to find out what the progress is. Being transparent on this tends to create trust and hold people accountable.
And remember, things change. As your company matures and learns new things, the state of your objectives should reflect that changing growth as well. The main purpose of such clear values and aims is that your company gets a sheet of directions for a workplace that is fair and impartial.
To learn More: https://hrtechcube.com/how-to-improve-edi-in-the-workplace/
