Inclusion Goal Setter
Turn "Good Intentions" into "Measurable outcomes". Generate OKRs for your department.
1. Configure Goal
2. Copy your OKRs
Implement 'Name-Blind' recruitment for all Junior roles by Q3.
COPYEnsure 30% of interview panels include at least one BAME representative.
COPYPartner with specialized Muslim professional networks (e.g. Muslim Engineers) for sourcing.
COPYThe Problem with "Awareness" Goals
Most DEI strategies fail because they focus on inputs ("Run a workshop") rather than outputs ("Fix the retention gap").
To make real progress, managers need OKRs (Objectives and Key Results) that are specific, measurable, and tied to operational reality.
3 Areas to Target
1. Hiring (The Pipeline)
Don't just say "Hire more Muslims". Target the process barriers.
Example: "Implement Name-Blind CV screening
for 100% of junior roles by Q2."
2. Retention (The Environment)
Diversity is inviting them to the party; Inclusion is asking
them to dance (and not serving only alcohol).
Example: "Ensure 50% of team social budget
is spent on alcohol-free activities."
3. Product (The Output)
Your product reflects your team. If your team is biased, your
product will be too.
Example: "Audit our facial recognition dataset
for skin-tone bias."