Unfortunately, recent events such as Black Lives Matter have also proven that, despite being aware of the power of diversity, we still tend to not only form groups with the people within our comfort zone, but also have non-fundamental views on people that might be outside our comfort zone, based on their background, skills or personalities. And that unfortunately makes D&I still far from a standard.
Another thing that fascinates me is the concept of OKRs. Here at Equalture, OKRs help us to get a laser-sharp focus on not only the things we’d like to achieve together but also how to do so. Surprisingly enough, most companies do have OKRs, which are mostly commercial ones, but only a few of them have Diversity OKRs. While we’re all aware of the business case of D&I.
So why is it so hard to set, measure and achieve Diversity OKRs? And what might be the right ones to start with? All these questions and more will be answered in this playbook. And hopefully, this inspires you to get started with this tomorrow. Because you only need one tiny goal to get this off the ground.
Cheers, Charlotte Melkert
Co-Founder & CEO at Equalture.
Insights you will get from this playbook
- The three main challenges that make it difficult to kickstart a Diversity OKR program
- How to create a shared definition of Diversity (+ why this is so important)
- How to create internal support
- Where to get started (+ some practical examples)
