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How can you align performance goals with diversity and inclusion goals?

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Performance goals are the measurable outcomes that employees are expected to achieve in their roles, while diversity and inclusion goals are the strategic objectives that organizations pursue to foster a culture of respect, belonging, and equity for all. How can you align these two types of goals to create a more effective and inclusive workforce? Here are some tips to help you:

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Emeric Kubiak

Head of Science @ AssessFirst | MBPsS | Lecturer
Anna Nord ????

Senior HR Leader (CIPD, GRP, AIHR)??Global HRBP??Visionary HR @People 1st Community??Bring value, drive change and…
Ellie Jabrayilova

HR Professional / Remuneration Specialist / MAHRI

1 Assess your current state

Before you set any goals, you need to understand where you are and where you want to go. Conduct a comprehensive analysis of your current performance management system and how it reflects your diversity and inclusion values. Identify any gaps, biases, or barriers that may hinder the success and satisfaction of your employees, especially those from underrepresented or marginalized groups. For example, do you have clear and consistent criteria for evaluating performance? Do you provide regular and constructive feedback? Do you recognize and reward diverse contributions and perspectives?

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Ravinder Singh

CMO et Founder chez Zenworking (co-créateurs d’engagement, de bien-être et d’efficience) / Solution QVCT/ QVT/ Bien-être au travail / Culture d'entreprise / Santé au travail / RSE / Engagement au travail
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In my experience, aligning performance goals with diversity and inclusion goals involves setting specific diversity and inclusion metrics as key performance indicators (KPIs) for employees and teams. It requires regular communication and training to ensure everyone understands the importance of diversity and inclusion in achieving organizational objectives. Additionally, recognizing and rewarding individuals who actively contribute to diversity and inclusion initiatives can further motivate employees to embrace these goals in their daily work.

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2 Involve your employees

One of the best ways to align performance goals with diversity and inclusion goals is to involve your employees in the process. Solicit their input and feedback on what they need to perform well, what challenges they face, and what opportunities they see for improvement. Encourage them to share their ideas, opinions, and experiences with you and their peers. Create a safe and supportive environment where they can express their concerns and aspirations without fear of retaliation or judgment. By engaging your employees, you can foster a sense of ownership, empowerment, and collaboration.

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Ellie Jabrayilova

HR Professional / Remuneration Specialist / MAHRI
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One thing I have found interesting is to create employee resource groups where employees can connect with others who share their backgrounds or experiences. ERGs can play a valuable role in providing feedback on performance and diversity and inclusion initiatives.

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3 Align your goals with your mission

Another key step is to align your performance goals with your organizational mission and vision. Make sure that your goals reflect your core values and purpose, and that they are relevant and meaningful for your employees. Communicate your goals clearly and frequently, and explain how they support your diversity and inclusion strategy. For example, if one of your goals is to increase customer satisfaction, you can link it to your diversity and inclusion goal of creating a more diverse and inclusive customer base. By aligning your goals, you can create a shared vision and direction for your organization.

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4 Customize your goals for your employees

While it is important to have common goals for your organization, it is also essential to customize your goals for your individual employees. Recognize that your employees have different strengths, needs, preferences, and backgrounds, and that they may require different levels of support, guidance, and flexibility. Adapt your goals to suit their unique circumstances and capabilities, and ensure that they are SMART (specific, measurable, achievable, relevant, and time-bound). For example, if one of your employees is a working parent, you can adjust their goals to accommodate their work-life balance.

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5 Monitor and evaluate your progress

Finally, you need to monitor and evaluate your progress regularly and systematically. Use data and feedback to track how well you are meeting your performance goals and your diversity and inclusion goals, and identify any areas for improvement or adjustment. Celebrate your achievements and acknowledge your challenges, and share your learnings and best practices with your employees and stakeholders. Seek continuous improvement and innovation, and keep yourself and your employees accountable and motivated.

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Anna Nord ????

Senior HR Leader (CIPD, GRP, AIHR)??Global HRBP??Visionary HR @People 1st Community??Bring value, drive change and enable you to become a better leader??HR Influencer and Community Leader??Career Advisor
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At the beginning setting the goals would be a foundation for monitoring progress and address any roadblocks on the way of achieving key tangible results in D&I. Dashboards, Scorecards, OKR tracking tools could be useful to visualize goals. Regular feedback will be important to evaluate progress and find possible areas of improvement.

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Ellie Jabrayilova

HR Professional / Remuneration Specialist / MAHRI
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To evaluate your progress in aligning performance goals with DIE goals, you can: - Set regular checkpoints to review your progress and make adjustments as needed. - Use data and feedback from employees, stakeholders, and other sources to track your progress and identify areas for improvement. - Be transparent with your employees and stakeholders about your progress and challenges, and share your learnings and best practices. -Acknowledge your employees' contributions. - Continue to learn and grow by seeking new ideas and resources on diversity and inclusion.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Emeric Kubiak

Head of Science @ AssessFirst | MBPsS | Lecturer
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Interventions aimed at reducing disparities between subgroups in the selection process often result in a trade-off that affects the overall accuracy of the outcomes (validity-diversity dilemma). However, this trade-off can be optimized. By relying on data that are equally valid in predicting performance and that result in minimal group differences, one can maximize predictive validity while reducing the potential for adverse impact (see Kubiak et al., 2023). Selection methods that incorporate personality assessments can help achieve this goal. Also, new techniques are available to refine algorithms at different stages; for example using multi-penalty optimization (Rottman et al., 2023) or neural networks (Marra and Kubiak, 2024).

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How can you align performance goals with diversity and inclusion goals?

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3

4

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1 Assess your current state

2 Involve your employees

3 Align your goals with your mission

4 Customize your goals for your employees

5 Monitor and evaluate your progress

6 Here’s what else to consider

Human Resources

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How can you align performance goals with diversity and inclusion goals?

1

2

3

4

5

6

1 Assess your current state

2 Involve your employees

3 Align your goals with your mission

4 Customize your goals for your employees

5 Monitor and evaluate your progress

6 Here’s what else to consider

Human Resources

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