How to Set and Track SMART DEI Goals 

Diversity, Equity, and Inclusion (DEI) are critical for fostering a progressive, innovative, and prospering workplace. In fact, McKinsey reports that the most ethnically diverse companies are 39% more likely to outperform the least diverse.

Knowing how vital DEI initiatives are is a start, but where do we go from here? How can you gauge whether your organization is advancing in these areas?

Implementing SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for DEI initiatives ensures that leaders stay accountable while making meaningful progress toward change. So keep reading for examples of SMART DEI goals and strategies in the workplace to help enhance your DEI efforts.

What is Diversity, Equity, and Inclusion?

While diversity, equity, and inclusion (DE&I) are connected, their definitions vary. Understanding these terms is crucial before implementing any strategies or goals.

• Diversity refers to the representation of your employee base in terms of gender, race, age, physical and mental abilities, sexual orientation, and more.
• Equity refers to leveling the playing field by adjusting how we treat people according to their unique experiences. For example, if fewer women are in leadership positions, we should offer more development opportunities to high-potential (HIPO) women leaders.
• Inclusion means creating an environment where people from all backgrounds and identities feel valued, welcomed, respected, supported, and heard. It ensures that all individuals within an organization can fully participate in conversations, decisions, and development opportunities.

Watch this on-demand webinar to learn more about how to measure inclusion.

Once you understand DEI and identify the problems your organization needs to solve, it’s time to set realistic HR goals. Below are examples of SMART DEI goals and proven DEI strategies you can implement to start crushing your HR goals today!

Increasing Workforce Diversity

Specific: Increase the representation of underrepresented groups within the organization by 15% over the next year.

Measurable: Track diversity metrics quarterly.

Achievable: Implement objective recruitment processes and policies supporting diversity.

Relevant: Enhances creativity and innovation.

Time-bound: Achieve the target within 12 months.

Proven DEI strategies to achieve this goal:

• Partner with diversity-focused job boards and recruitment agencies.
• Implement unconscious bias training for hiring managers.
• Develop mentorship programs for underrepresented groups.

Reducing the Gender Pay Gap

Specific: Reduce the gender pay gap by 15% over the next two years.

Measurable: Conduct regular pay audits.

Achievable: Implement transparent pay policies and salary bands.

Relevant: Fosters an inclusive and innovative workplace.

Time-bound: Achieve the target within 24 months.

Proven DEI strategies: Steps to reduce the gender pay gap include:

• Conducting annual salary reviews to identify and address disparities.
• Standardizing compensation packages for similar roles.
• Promoting salary negotiation workshops for women employees.

Increasing the Number of Women in Leadership Roles

Specific: Increase female leadership by 25% in the next 18 months.

Measurable: Track the percentage of female managers quarterly.

Achievable: Implement leadership development programs.

Relevant: Bring diverse perspectives to decision-making.

Time-bound: Achieve the target within 18 months.

Proven DEI strategies for increasing female representation in leadership:

• Establish leadership training and mentoring programs for women.
• Set up succession planning with a focus on diversity.
• Encourage internal promotions and provide clear career advancement pathways.

Boost employee engagement and retention among underrepresented groups.

Specific: Increase engagement scores by 15% and reduce turnover rates among underrepresented groups by 10% within the next two years.

Measurable: Use employee engagement surveys and turnover data to track progress.

Achievable: Develop and implement targeted engagement and retention programs.

Relevant: Improves overall workplace morale and reduces costs associated with high turnover.

Time-bound: Achieve the target within 24 months.

Proven DEI Strategies to impact changes in these areas include:

• Conduct regular engagement surveys to identify areas for improvement.
• Develop mentorship and sponsorship programs for underrepresented employees.
• Create employee resource groups (ERGs) to foster community and support.

Leveraging Data to Drive DEI Initiatives

Implementing SMART DEI goals is crucial for any organization committed to fostering a more inclusive, diverse, and equitable workplace. By setting clear, measurable objectives and leveraging data-driven insights, companies can ensure they make meaningful progress toward change.

Tracking your HR goals in Crunchr takes the guesswork out of DEI. Learn more in our latest guide! ⬇️