Measuring D&I outcomes
The Opportunity in Diversity and Inclusion
Often viewed as a branding effort with vague ROI, D&I brings concrete rewards beyond public perception, including:
Recognition as a forward-thinking organization with a more inclusive workplace culture
More complete leveraging of diverse skills and points of view
Improved worker mental health and increased employee retention
Greater effectiveness when competing for in-demand talent
We believe our diversity makes us stronger, smarter and more innovative, which helps us better serve the needs of our clients, our people and our communities.
Julie Sweet, CEO of Accenture
How Diversity and Inclusion Leaders Can Drive Measurable Results
The challenges
The difficulty with D&I is measuring how its efforts satisfy both the needs of the business and employees.
Want to leverage the benefits of D&I?
Lack of resources
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.
Lack of urgency
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.
Failure to engage
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.
D&I is isolated
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.
Lack of resources
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.
Lack of urgency
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.
Failure to engage
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.
D&I is isolated
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.
The solution
Gtmhub enables your enterprise to orchestrate strategy and deliver business results with OKRs, including solving the challenges of incorporating a strong D&I strategy.
Alignment with the company mission
OKRs combined with Gtmhub align and integrate D&I initiatives to the core company values and the mission, ensuring high-level visibility for the program.
Scale the impact of D&I
OKRs supported by Gtmhub empower D&I teams to manage and scale the rollout of inclusion and wellbeing initiatives across the organization. The outcome is improved quality of life and higher levels of employee retention.
Making the case for investment
At the strategic level, OKRs through Gtmhub enable the elusive impact of D&I initiatives to be tracked and empirically measured, allowing D&I leaders to prove the case for investment and urgency.
Proving the impact of D&I
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.
