OKR Examples

Sample objectives and Key Results (OKRs) by department
Our Examples

Diversity & Inclusion

Why Choose OKRs for Diversity & Inclusion

OKRs or Objectives and Key Results are a collaborative goal-setting tool used by teams and organizations to set challenging, ambitious goals with measurable results. OKRs are how you track progress, create alignment, and encourage engagement around measurable goals.

OKRs can be a superpower for creating an environment where employees are able to work with purpose. Companies like Intel, LinkedIn and Airbnb have achieved amazing results with OKRs, but less often discussed is the fact that deploying a goal framework in the right way can create a vastly better working environment.

The OKR methodology is very simple, and when used properly, OKRs can help your organization create things like high output management, team alignment and increased communication in all your business goals.

Writing & Implementing OKRs for Diversity & Inclusion

When it comes to creating and writing incredible OKRs consider the following formula: We will __(Objective)__ as measured by __(these Key Results)__.

Designed to fit the needs of any organization size, department or industry, OKRs work the same for setting goals throughout many company levels and teams. They can also be used by individuals or small teams to achieve results.

Objectives need to be clear, actionable and  (ideally) inspiring, while also actionable and time-bound. 

Key results determine whether an Objective has succeeded or failed. They are quantifiable, measurable and time-bound, so that it's easy for the team to gauge progress. Contributors on the KRs should measure progress regularly (ideally weekly), and then at the end of the OKR period (typically a quarter), there’s a regular grading of the KR and retrospective. 

When it comes to writing and setting OKRs, it's a good idea to make it collaborative. By conducting a brainstorming session, it engages your team, gives everyone a level of ownership and drives accountability for those results. Ultimately, you want to create a process where teams feel empowered to create their OKRs and then challenge teams across the business to ensure they’re focused on the right priorities at the right time. This process encourages creative thinking and informed risk-taking, all to push your engineering team forward.

Diversity & Inclusion OKRs: Best Practices & Examples

OKRs can be about more than just increasing revenue and productivity; they can also help you build and track the culture you want. We created a list of example DE&I OKRs so you can have some inspiration as you begin to write your own company, department and team OKRs

OBJECTIVE: Enhance our reputation as a company that values an open and accepting workplace

Key Results:

  • Achieve 80%+ submission of responses in an initial benchmark survey >80%
  • Hold 3 Diversity & Inclusion Trainings with 100% attendance
  • Improve number of diverse candidates in the pipeline by 20%
  • Publish 3 blog posts about diversity and inclusion as it relates to our culture per quarter

OBJECTIVE: Dramatically improve the diversity of our organization

Key Results:

  • Increase the percentage of diverse candidates from X% to Y%
  • Overhaul 100% of our job descriptions with inclusive language
  • Increase the percentage of diverse employees from X% to Y%
  • Increase women in leadership positions from X% to Y%
  • Increase underrepresented minorities in tech roles from X% to Y%
  • Increase percentage of interns that are underrepresented minorities from X% to Y%

OBJECTIVE: Enhance our inclusive workplace stance both internally and externally

Key Results:

  • Post 5 blogs on the topic of D&I in Q3
  • Enhance our existing policy on D&I in our internal code of conduct
  • Conduct an internal D&I survey with 95%+ response rates
  • Complete an internal assessment of % of current employees by role and function and publish results internally
  • Implement a new mentor program specifically targeted at underrepresented minorities with 70%+ participation by managers & senior engineers

OBJECTIVE: Educate our employees on Diversity & Inclusion

Key Results:

  • 100% participation in D&I training
  • 100% participation in D&I sensitivity training
  • 100% participation in D&I unconscious bias training
  • 100% of hiring managers complete interview training

Koan Simplifies Diversity & Inclusion OKRs

An ideal OKR software tool will build and reinforce great practices while fitting in seamlessly with the way your organization already works. Teams who use a software-based OKR tool have improved alignment and work better together. By having purpose-built software for the job of goal tracking, and keeping your Justice, Equity, Diversity & Inclusion goals part of your work cadence, it’ll insure you’ll make meaningful change.

Get started with Koan for free today. 

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