The difficulty with D&I is measuring how its efforts satisfy both the needs of the business and employees.
D&I efforts can fall on a single individual or lack proper budgeting. Yet, leaders still expect D&I initiatives to deliver results without appropriate resources.
Organizations view D&I as important, but not urgent enough to pursue until it becomes a problem, failing to leverage D&I as an opportunity.
Traditional C-leaders tend to delegate D&I responsibilities without offering structure, incentive, or knowledge on how to advance D&I from the bottom up.
Lack of urgency, resources and engagement lead to the isolation of the D&I team. This isolation increases the risk of failure, marginalization, and D&I being reduced to a buzzword rather than a priority.
D&I efforts can fall on a single individual or lack proper budgeting. Yet, leaders still expect D&I initiatives to deliver results without appropriate resources.
Organizations view D&I as important, but not urgent enough to pursue until it becomes a problem, failing to leverage D&I as an opportunity.
Traditional C-leaders tend to delegate D&I responsibilities without offering structure, incentive, or knowledge on how to advance D&I from the bottom up.
Lack of urgency, resources and engagement lead to the isolation of the D&I team. This isolation increases the risk of failure, marginalization, and D&I being reduced to a buzzword rather than a priority.
Gtmhub enables your enterprise to orchestrate strategy and deliver business results with OKRs, including solving the challenges of incorporating a strong D&I strategy.
For organizations that embrace D&I, the advantages transcend simply signaling support of social justice. OKRs & Gtmhub position D&I teams to prove the case for D&I, including the achievement of top-line goals such as growing revenue, profitability, and improving retention.