Diversity and inclusion are big topics today. The world has seemingly realized that everybody deserves a fair shot in the workplace. However, there are still many challenges to overcome.
One way to overcome such challenges is by using SMART goals, which will make it easy for you to overcome challenges facing diversity in your workplace. This article looks at 6 SMART goals for diversity and inclusion.
What Are SMART Goals?
Before discussing why SMART goals are essential for overcoming challenges such as diversity and inclusion, we should know what SMART is. SMART is a method to easily set and achieve a variety of goals.
SMART stands for specific, measurable, attainable, relevant, and timebound. These components are vital to your success when aiming to achieve goals, so let’s determine what they mean.
If you want to learn more about SMART goals, we recommend checking out this Ultimate Guide to SMART Goals.
Why Are SMART Goals Important for Diversity and Inclusion?
There is no doubt that diversity and inclusion are hot topics, especially in the workplace. However, you dictate the diversity and inclusion policy if it is your workplace. However, there are challenges in creating and maintaining a diverse and inclusive workplace, especially if you’re from an older generation not used to this way of thinking. However, people can change, and so can you. So, what are some of the biggest challenges in the workplace on this front?
One of the most significant imbalances in the workplace concerns white males, especially in managerial positions. The ratio of white males to women and people of color is skewed. Hiring women and people of color is an ongoing issue in the workplace.
Moreover, issues of equal pay exist. Generally speaking, white males earn more money for the same job as everybody else. Also, xenophobia exists in the workplace. These are just some of the challenges in diversity and inclusion in the workplace.
However, there is a good way for you to change your workplace and make decisions that include everybody equally. SMART goals provide a clearly defined path to achieve any objective. They allow you to define goals, set ways to achieve them, and measure your progress. So, let’s look at some examples.
Examples of SMART Goals to Support Diversity and Inclusion
1. Support Diversity and Equality
“To support diversity in my place of business, I will create an equal pay scheme for all employees, men and women, and people of all cultural, ethnic, and religious backgrounds, effective immediately.”
S: This goal is specific—to create an equal pay scheme for all employees regardless of gender, race, religion, or sexual identity.
M: Once everyone has equal pay, the goal has been achieved.
A: This goal is easy to attain. Simply implement it at will.
R: This goal is relevant as it pertains directly to equality in the workplace.
T: This goal is timebound, as it will be implemented immediately.
2. Recognize Religious Holidays
“To support diversity and inclusion in my workplace, I will immediately begin recognizing religious holidays from all religions. My overall goal is to create work schedules to allow all employees to take the necessary time off for their respective major religious holidays within six months of starting this process.”
S: This goal is specific—to allow all major religious holidays to be observed by those who celebrate them.
M: This goal is measurable by determining the major religious holidays and allowing employees to take that time off.
A: This goal is attainable by implementing the policy in your workplace.
R: This goal is related to creating an inclusive and diverse workplace.
T: This goal is timebound, as it is to be achieved within 6 months.
3. Hold Regular Sensitivity Trainings
“My goal is to hold 30-minute cultural and religious sensitivity sessions in my place of business which all employees must attend. The overall goal is to reduce insensitive comments made based on culture, ethnicity, religion, or sex as much as possible, with the end goal of eliminating all such insensitive comments within 1 month of starting this process.”
S: This goal is specific—to have sensitivity training to reduce all instances of insensitivity in the workplace.
M: This goal is measurable by tracking the number of such incidents in the workplace.
A: This goal is attainable—people fall in line or are fired.
R: This goal relates directly to creating an inclusive workplace.
T: This goal is timebound—to end all such instances within one month of the first sensitivity training session.
4. Increase Employee Diversity
4. “I will increase ethnic, sexual, and cultural diversity in my place of business to support diversity and inclusion in my workplace. Currently, I have 10 white men that comprise 90% of my workforce. Within the next six months, the goal is to have these white men account for only 30% of my workforce, with the rest consisting of women and men and women of various ethnic and cultural backgrounds.”
S: This goal is specific—to increase the number of women and people of color in the workforce by X amount within the given time.
M: This goal is measurable by tracking how many people and what types of people you employ.
A: This goal is attainable because you are the boss, and you have the power to hire whom you see fit.
R: This goal relates directly to diversity in the workplace.
T: This goal is to be achieved within 6 months.
5. Implement a Zero-Tolerance Policy
“I will immediately address all racism, sexism, and other types of intolerance to support diversity and inclusion in the workplace. Effective immediately, I will implement a zero-tolerance policy for any such behavior, with employees being terminated immediately for any such actions. My aim is to completely eliminate intolerance within my place of business.”
S: This is a specific goal—to immediately implement a zero-tolerance policy.
M: Realistically, there is not much to measure here. Any employees in violation will be terminated.
A: This goal is attainable as it involves implementing the policy.
R: This goal relates directly to diversity and inclusivity in the workplace.
T: This goal is timebound, as it is to be effective at once.
6. Address Managerial Imbalances
“I will begin addressing managerial imbalances. I currently have three white males in my leading management positions. My goal is to create more diversity by hiring at least one woman and one person of an ethnic background directly into managerial positions within the next three months.”
S: This goal is specifically designed to increase diversity in the workplace by filling more managerial positions with people other than white males.
M: This goal is measurable by keeping track of who works for you.
A: This goal is attainable because you are the one implementing the policy.
R: This goal pertains directly to diversity in the workplace.
T: This goal is to be achieved within 3 months.
Final Thoughts on SMART Goals to Support Diversity and Inclusion in the Workplace
You’re the boss, so it’s all up to you to set goals in the workplace to support diversity and inclusion. SMART goals are a great way to define and achieve your objectives. So use SMART goals to create a diverse workplace today!
And if you want more SMART goal ideas and examples, be sure to check out these blog posts:
- 5 SMART Goals Examples to Improve Workplace Teamwork
- 7 Examples of SMART Goals for Project Management
- 7 SMART Goals Examples for Churches or a Ministry
Finally, if you want to take your goal-setting efforts to the next level, check out this FREE printable worksheet and a step-by-step process that will help you set effective SMART goals.
