How Can DEI OKRs Make a Difference to Businesses?

In the UK, the Equality Act 2010 protects individuals from discrimination based on characteristics such as age, gender and sexual orientation.

Companies are seeing the value of promoting diversity, equality and inclusion (DEI) in their workforce – not only to comply with the law but also to create a culture of acceptance and welcome diversity.

Objectives and Key Results (OKRs) are an effective way for businesses to measure the progress of their initiatives around diversity, equality and inclusion (DEI).

Developing DEI OKRs allows companies to focus on these key areas and track their progress against the goals they set out. It also helps companies create a culture of openness and transparency, which is often necessary for successful DEI initiatives.

Bring A Meaningful Change

OKRs create accountability and focus on results, meaning businesses are more likely to see a meaningful change in the way they operate. They help to ensure that DEI initiatives are embedded into the culture of an organisation, rather than just being a surface-level initiative.

A DEI OKRs article emphasises creating clear objectives is the first step to success. This could include setting targets for the number of people from diverse backgrounds recruited, or the percentage of senior management positions held by women or ethnic minorities.

Results-driven OKRs also help to track the effectiveness of DEI initiatives in a company. They can measure progress against targets and identify areas for improvement.

Encourage Openness and Transparency

Having visible DEI goals encourages employees to be more open about their diverse backgrounds and feel encouraged to share their experiences. They show that the organisation is taking DEI seriously, which ?boosts engagement and creates a culture of acceptance.

Every individual should feel safe to speak up and communicate openly without fear of judgement or discrimination. A DEI framework with OKRs gives employees the assurance that their views will be heard and taken seriously.

OKRs also provide a sense of unity amongst employees, as they are all working together towards the same goals. This can be extremely powerful in driving progress.

Demonstrate Commitment

Being at the forefront of DEI shows that a business is serious about creating an inclusive environment and will take tangible steps towards making a difference.

People want to be part of a business that shows genuine commitment to creating a fair workplace. This can have a positive impact on reputation and future business opportunities.

Businesses should be vocal about their DEI initiatives and should also be prepared to be held to account if they are not meeting their objectives. Publishing progress reports on DEI goals is a great way to show commitment, as it shows the public that the company walks its talk.

Attract Top Talents

A company’s culture reflects in how it treats its people, and DEI OKRs help to ensure that diverse perspectives are welcomed and respected. This in turn helps attract the best talent from all backgrounds who want to work in an environment where they feel valued and supported.

Integrating DEI OKRs also helps to promote an atmosphere of collaboration, which is essential for teams to work together effectively. This can have a positive ripple effect in the company, as it increases productivity and efficiency.

Achieving The Right Balance

Ensuring that businesses get the balance right between business operations, and social responsibility is essential. DEI OKRs help to focus on important issues, such as ending discrimination, promoting equal opportunities and creating a workplace where everyone feels respected.

DEI OKRs also help to ensure that these initiatives are not seen as a ‘box-ticking exercise’, but as an integral part of a company’s strategy and culture. Companies should use them as an opportunity to assess their current practices, identify areas of improvement and develop new initiatives that align with their DEI goals.

Drive Innovation

The difference in cultures, beliefs and backgrounds can be a major source of creative innovation, so having an open-minded workforce with diverse experiences helps maintain that edge.

Diverse teams tend to be more creative and better equipped to find unique solutions to complex problems. They are also more likely to come up with new and innovative ideas that can help the business stay competitive.


For businesses that are serious about promoting equity, it is essential to have an effective system in place to measure progress and success. Not only do DEI OKRs provide a framework for measuring progress on initiatives, but they can also help organisations identify new opportunities and create a better working environment for all.


Rylie Holt