D&I goal setting and target setting are controversial. However, with D&I, as in every other business objective, change is rarely achieved without goals and deliverables tied to them. Research has shown that companies with gender targets improved their representation and those without actually lost ground. This article highlights the specific goals and accountability set by companies making significant progress and suggests sample metrics.
The report also discusses the resistance to and fears around goals and targets and best practices for addressing that. D&I goal setting should be aligned to business strategy and address actual facts measured by relevant data.