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What are Diversity 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.
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 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.
The best tools for writing perfect Diversity OKRs
Here are 2 tools that can help you draft your OKRs in no time.
Tability AI: to generate OKRs based on a prompt
Tability AI allows you to describe your goals in a prompt, and generate a fully editable OKR template in seconds.
- 1. Create a Tability account
- 2. Click on the Generate goals using AI
- 3. Describe your goals in a prompt
- 4. Get your fully editable OKR template
- 5. Publish to start tracking progress and get automated OKR dashboards
Watch the video below to see it in action 👇
Tability Feedback: to improve existing OKRs
You can use Tability's AI feedback to improve your OKRs if you already have existing goals.
- 1. Create your Tability account
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on Generate analysis
- 4. Review the suggestions and decide to accept or dismiss them
- 5. Publish to start tracking progress and get automated OKR dashboards
Tability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.
Diversity OKRs examples
You will find in the next section many different Diversity Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).
Hope you'll find this helpful!
OKRs to promote and cultivate a diverse and inclusive workplace culture
ObjectivePromote and cultivate a diverse and inclusive workplace culture
KRIncrease 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
- KRConduct 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
- KRImprove 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
OKRs to enhance gender diversity across all layers of the organization
- ObjectiveEnhance gender diversity across all layers of the organization
- KRMeasure and achieve a 20% improvement in employee gender diversity engagement survey scores
- Implement gender-neutral communication and practices
- Develop a gender diversity training program for all employees
- Conduct regular gender diversity engagement surveys
- KRIncrease the representation of diverse genders by 30% in leadership roles
- Establish mandatory diverse gender leadership training programs
- Implement affirmative action in leadership succession plans
- Increase outreach for leadership positions to diverse gender groups
- KRImplement a gender diversity training program for all employees
- Monitor and evaluate the program's effectiveness post-implementation
- Schedule mandatory training sessions for all employees
- Research and select a comprehensive gender diversity training program
OKRs to enhance employee inclusivity and engagement in the workplace
- ObjectiveEnhance employee inclusivity and engagement in the workplace
- KRDecrease employee turnover rate by 15%
- Implement comprehensive, regular employee satisfaction surveys
- Establish clear, responsive communication channels
- Develop competitive benefits package and advancement opportunities
- KRIncrease 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
- KRImplement 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
OKRs to increase and diversify our portfolio of local, small-scale, and minority-owned vendors
- ObjectiveIncrease and diversify our portfolio of local, small-scale, and minority-owned vendors
- KRCreate and implement a supplier diversity policy within the organization
- Draft a comprehensive supplier diversity policy for the organization
- Conduct training sessions to implement the policy
- Obtain leadership approval for the proposed policy
- KRIncrease procurement from woman- and minority-owned vendors by 25%
- Develop partnerships with these targeted vendors
- Organize procurement training focusing on diversity
- Identify potential woman- and minority-owned suppliers
- KRIdentify and onboard at least 20 new local, small-scale vendors by quarter end
- Facilitate onboarding process for selected vendors
- Research potential local, small-scale vendors
- Initiate contact and build relationships
OKRs to enhance diversity and inclusion initiatives
- ObjectiveIncrease diversity and inclusion in the workplace
- KRConduct an anonymous diversity and inclusion survey to gather feedback
- KRIncrease percentage of underrepresented groups in new hires
- KRImplement a mentorship program for diverse employees
- KRProvide diversity and inclusion training for all employees
OKRs to improve Arbor's inclusivity
- ObjectiveImprove Arbor's inclusivity
- KRConduct diversity training for all employees
- Communicate training details and expectations to all staff
- Schedule training sessions for all employees
- Identify a well-recognized diversity training program or consultant
- KRImplement two new inclusive policies or initiatives company-wide
- Develop two new inclusive policies or initiatives
- Identify areas needing inclusivity improvement within the company
- Launch and communicate these policies company-wide
- KRIncrease diversity representation in leadership roles by 10%
- Implement mandatory diversity and inclusion training for all staff members
- Actively recruit diverse candidates for leadership roles
- Develop targeted leadership programs for underrepresented employees
OKRs to foster an inclusive, equitable, and diverse office culture
- ObjectiveFoster an inclusive, equitable, and diverse office culture
- KRAchieve 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
- KRImplement 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
- KRIncrease 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
OKRs to enhance diversity, equity, and inclusion in our performance evaluation process
- ObjectiveEnhance diversity, equity, and inclusion in our performance evaluation process
- KRDevelop 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
- KRIncrease 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
- KRTrain 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
OKRs to foster inclusivity in the workplace
- ObjectiveFoster inclusivity in the workplace
- KRConduct diversity and inclusion training for all employees
- Develop an inclusive training program with modules covering diversity and inclusion topics
- Evaluate the effectiveness of the training through post-training surveys and feedback sessions
- Create interactive activities and discussions to encourage employee engagement during the training
- Schedule and coordinate training sessions for all employees across different departments
- KRImplement mentorship programs to support career development for diverse employees
- Identify senior leaders who can serve as mentors for diverse employees
- Promote mentorship opportunities and encourage employees to participate through internal communications
- Evaluate the success of the mentorship program and make necessary adjustments for continuous improvement
- Develop mentorship guidelines and resources to ensure consistency and effectiveness
- KRIncrease representation of underrepresented groups in the workforce by 10%
- KREstablish an anonymous feedback system to gather input on inclusivity efforts
- Research and select a secure online platform for anonymous feedback collection
- Promote and communicate the anonymous feedback system across the organization
- Regularly review and analyze the received feedback to inform and improve inclusivity efforts
- Create clear guidelines and instructions for submitting anonymous feedback
OKRs to enhance leadership inclusivity across all teams
- ObjectiveEnhance leadership inclusivity across all teams
- KRImplement 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
- KRDecrease 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
- KRIncrease 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
Diversity OKR best practices
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
The #1 role of OKRs is to help you and your team focus on what really matters. Business-as-usual activities will still be happening, but you do not need to track your entire roadmap in the OKRs.
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.
Tip #2: Commit to weekly OKR check-ins
Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to get the full value of your OKRs and make your strategy agile – otherwise this is nothing more than a reporting exercise.
Being able to see trends for your key results will also keep yourself honest.
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.
Save hours with automated OKR dashboards
Your quarterly OKRs should be tracked weekly if you want to get all the benefits of the OKRs 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, you can move to Tability to save time with automated OKR dashboards, data connectors, and actionable insights.
How to get Tability dashboards:
- 1. Create a Tability account
- 2. Use the importers to add your OKRs (works with any spreadsheet or doc)
- 3. Publish your OKR plan
That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.
More Diversity OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to enhance overall user experience on our platform
- OKRs to complete the first draft of the book
- OKRs to secure funding for target acquisition effectively
- OKRs to enhance and expand English vocabulary
- OKRs to discover and evaluate effective threat hunting tools
- OKRs to establish a thriving Community of Practice to enhance collaborative learning