At the beginning of the year, we often engage in the typical “what are our goals” discussions, where we routinely discuss KPIs related to achieving business objectives and contributing to overall company performance. Let’s be honest, these discussions are not always inspiring and may not focus on all the crucial aspects. Do you already have a KPI for inclusion?
KPI for inclusion is not an afterthought
An inclusive work environment should not be an afterthought; it should be an integral part of corporate objectives. Managers can play a crucial role in promoting diversity, creating a positive work atmosphere, and contributing to an inclusive culture.
Beyond traditional KPIs
As a manager, it’s essential to look beyond traditional metrics and ask questions such as:
- How can I ensure people feel at home?
- What is the team dynamic, and how can we improve it?
- How can I contribute to a more inclusive work environment?
- What is the role of management in fostering inclusion?
KPI for inclusion and diversity is challenging to quantify
Diversity and inclusion have value that is challenging to quantify. It’s time to make these topics an integral part of our KPIs. While business goals are important, discussing only that is not sufficient for flourishing. It is crucial to reflect on these broader themes more frequently throughout the year.
D&I in performance evaluations
Transform the “performance” discussion into a collective reflection on team well-being and individual experiences:
- Inquire not only about business goals but also about how people want to feel within the team and the organization.
- Ask questions about inclusion.
- Set specific goals on how to contribute to a positive work atmosphere for everyone.
KPIs should evolve into a holistic approach, where we not only celebrate successes but also lay the foundation for an inclusive culture. It’s an opportunity to grow, learn together, and create an environment where everyone feels valued.
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