Establishing realistic, achievable and relevant goals tied to accountability serves to drive change and results. They can also provide clarity around an organisation’s commitment to diversity and inclusion. When establishing goals and targets for your workplace, consider the following:

  • Use the outcomes of your evaluation process in part one of this toolkit to determine where improvements can be made and set goals and targets
  • Set goals and targets that tie in with the vision/ mission of your organisation as determined in part two of this toolkit
    • This can be a staged approach to best suit your organisations needs
    • Make sure goals and targets are modelled under the SMART format: Specific, Measurable, Achievable, Realistic, Time-bound
  • Ensure you share your organisations’ diversity targets with your team so that the organisation remains accountable and on track to meet set targets

Specific guidance that may assist in setting SMART goals and targets can be found in the following locations:

  • How to Set Gender Diversity Targets – here
  • Setting attainable diversity goals in the Construction Industry – here
  • Setting diversity and inclusion goals – here