DEI Goals: How to Set and Achieve Them

Creating a workplace where everyone feels valued and supported is a continuous journey. So, how do you know when you’ve “arrived”? And how do you measure success along the way? Clear diversity, equity, and inclusion (DEI) goals act as milestones, making progress visible and actionable for both leaders and employees.

The right goals depend on many factors, including your organization’s size, industry, workforce demographics, leadership priorities, and unique business needs. In this article, we explore some examples of DEI goals and share 10 best practices to achieve them. Use these examples to spark ideas and shape a culture that’s truly inclusive.

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What are DEI goals?

A diverse workforce consists of people from different genders, ethnic backgrounds, ages, experience levels, and abilities. Ideally, your company is a place where this diverse mix of people come together to achieve common goals, while feeling equally valued and respected within the company. DEI goals (or DEIB, as it’s now called) are the specific objectives which help you achieve that. 

DEI performance goals are designed to create a more inclusive work environment, foster innovation, and enhance company culture.

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Why is it important for workplaces to have performance goals for diversity and inclusion? 

Diversity, equity, inclusion, and belonging are no longer just “nice-to-have”—they’re imperative for organizations looking to grow and stay competitive in today’s global market. 

Still, change is slow. The gender pay gap persists, and women still hold just 1 in 4 senior leadership roles. For women of color, that drops to 1 in 16.  

It’s easy to get caught up in daily tasks and lose sight of the bigger picture. That’s why defining success with clear, measurable DEIB performance goals is so important. They help you track progress, stay accountable, and focus on what really matters.

Diversity is key to attracting top talent

Diversity and inclusion are a must-have when recruiting new talent—especially for Gen Z and millennials. Research from Zippia found a diverse workforce is a priority for 67% of job seekers when deciding where to work. And, at least three-fourths of those surveyed prefer to work in diverse companies.

The younger generation brings a sense of activism to the workplace. Therefore, they’re more likely to work at companies that have a culture in line with their personal beliefs.

Employees want to be themselves at work

With roughly one-third of our lives spent at work, it’s no wonder employees want to bring their whole selves to the office. Whether queer, female, Black, Latina, or neurodivergent, it’s all part of who we are. 

The last thing anyone wants is to feel left out, or like they can’t show their true identity at work. People want to feel seen, heard, and included. And that goes for promotions and recognition, as much as for holidays and company celebrations.

Diverse organizations perform better

By now, we know that diversity and inclusion boost recruitment, retention, and company culture. But what if we told you it also benefits the bottom line?

Once study found: 

• Companies with greater gender diversity perform 15 to 21% better than companies with little or none. 
• Companies with racially and ethnically diverse leadership and executive teams are 35% more likely to financially outperform companies with little or no diversity.

The research reveals that they perform better because they have different perspectives and broader sources of knowledge. More voices are heard in these companies.

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Examples of DEIB performance goals

The path to diversity, equity, inclusion, and belonging in the workplace is often long, winding, and full of detours. If it feels daunting or overwhelming, we get that. 

To help you, here’s a list of common diversity and inclusion goals examples for employees:

• Offer cultural competency training for employees
• Adjust your recruitment and hiring practices to attract diverse talent
• Increase gender and ethnic diversity in leadership positions 
• Encourage inclusive behaviors in the workplace
• Create employee resource groups to empower diverse voices
• Audit your compensation scheme and make changes to ensure equal pay 
• Conduct regular surveys with employees
• Begin mentoring programs 

Initiatives like these aim to build an organization that reflects the diversity of the communities it serves. 

Now, let’s look at some notable DEI goals examples from big companies that have blazed the trail ahead of you. 

1. Mattel is committed to providing equal pay between employees in similar roles or markets. So far, they’ve achieved 100% base pay equity by gender and by race in 2020, 2021, and 2022.

The toy maker also aspires to increase the representation of women and ethnically diverse employees at all levels of the organization. The company transparently shares progress towards those goals by publishing their annual representation ratios for roles like Vice President, Senior Director, Senior Manager, and Professional/Staff.

2. KPMG set the ambitious goal of doubling its representation of Black workers in partner and managing director roles by 2025, and to have 50% of those roles come from underrepresented groups overall. The professional services firm remains accountable for their progress through annual impact reports.

3. McDonald's has made a public commitment to increase the representation of underrepresented groups in leadership roles, align pay opportunities with the external value of a job, regularly review pay rates, and implement a diversity, equity, inclusion, and belonging strategy that includes annual training and education for employees. For 2024, they published the following recent progress: 

• The Company substantially attained equal pay, and in 2024, intends to close the small pay gaps identified in line with our commitment.
• 540 U.S. suppliers signed the Mutual Commitment to Diversity, Equity and Inclusion (MCDEI) pledge as of the end of 2023.
• In 2023, the U.S. systemwide spend with diverse-owned suppliers was 26.2%, resulting in McDonald’s reaching its 25% diverse-owned supplier aspirational spend goal.
• Representation of women globally in leadership roles (Senior Director and above) increased to 44% as of the end of 2023.

4. Amazon's commitment to diversity includes a global mentorship program, which creates more than 6,000 mentorship opportunities every year. The program aims to actively recruit and help more women advance into senior and technology-focused roles. 

Glamazon is Amazon’s LGBTQIA+ affinity group, which supports the LGBTQIA+ community across the business through building community, raising awareness, and providing resources for LGBTQIA+ employees and allies.

5. Hershey's Pathway's Project is a five-year plan to make their workplace and communities even more inclusive. Strategic initiatives include: 

• Implementing new hiring policies to prioritize female representation in leadership, particularly for women of color 
• Increasing overall representation and advancement across minority groups including women, those living with a disability, LGBTQ+ employees and veterans
• Closing the representation gap for Black and Latino employees
• Increasing supplier diversity in all their markets
• Providing unconscious bias training, mentorship, and commercial leader development to recognize and cultivate previously underrepresented talent

6. Salesforce has set multi-year goals centered around building a more inclusive workplace. The target date is 2030, and includes annual progress checks. According to their latest equality data, the software company has achieved the following: 

• 36.1% of employees globally identify as women or non-binary
• 14.2% of U.S. employees identify as underrepresented minorities
• 29.9% of VP and leadership identify as women

7. Adobe  has aspirational goals to maintain a 1:1 pay parity ratio between women and men globally and between underrepresented minorities and non-underrepresented minorities in the U.S.

The company has also taken measures to attract diverse talent through partnerships with historically Black colleges and universities and Hispanic-serving institutions, sponsorship of events, internships, and the Digital Academy Program. They also provide family-friendly leave and benefits programs that help people integrate work and life.

Adobe encourages employee activism through employee networks. As part of the Adobe Equity & Advancement Initiative, employee network members helped raise awareness and support for 11 leading NGOs committed to equal access to education and economic opportunity and the advancement of human rights.

This DEIB example shows how diversity and inclusion span the entire organization.

How to set and achieve DEIB goals: 10 best practices

Setting DEI or DEIB goals is key to turning good intentions into real change. Here are 10 best practices to help you set meaningful goals, and most importantly, achieve them.

1. Identity your "why" 

Many companies set DEI goals without fully understanding why they matter, or how they’ll benefit the organization. This often results in ineffective and shallow strategies that fail to achieve the desired outcomes.

To achieve your diversity, equity, inclusion, and belonging goals, start by identifying your "why." 

Your “why” is a statement that answers questions like: 

• What’s the purpose behind your plan? 
• What kind of lasting change do you hope to bring about?
• Why should we care? 
• What’s so important about DEI?

To find your "why," take an honest look at your company culture. Talk to employees about their experiences. Maybe you’ve seen firsthand that certain groups in your company get acknowledged and promoted more than others. Perhaps you’ve heard from coworkers about microaggressions or not feeling valued. Or, maybe the company’s leaders are all white cisgender men. 

Taking an honest look at the organization will help you better understand what you want to achieve and why it matters. Hint: Your DEI efforts should stem from a genuine urge to make change, not a desire for compliance or better optics.

2. Analyze company demographics

While you’re at it, gather and analyze real data to gain an understanding of your current workforce. Examine employee demographics, including age, gender, ethnicity, and other relevant factors. 

Aim to understand how current hiring practices align with your diversity objectives and where you can improve. For example, check whether candidates from underrepresented groups are applying to your organization, being interviewed and selected, being promoted for doing good work, and staying at your company. 

By mapping out the existing landscape, you can identify areas where you need better representation. Use this data to establish performance goals that reflect your greatest diversity needs. 

Finally, compare yourself with other companies in your industry or other industries to see how you stack up, and understand how you can improve.

3. Establish specific goals and benchmarks

With the data in hand, establish benchmarks based on your internal and industry analysis. These benchmarks should be realistic yet challenging, providing a clear target for your diversity initiatives.

One thing you'll notice about the 7 real-world DEIB examples we shared—their goals are specific, and time-bound, e.g. “We will have 50% women leaders by 2030”. Not “We will get better at including more women.”

The SMART framework is extremely helpful in making your goals effective and achievable: 

SPECIFIC: Break down your goals into specific targets rather than broad or general ones. 

MEASURABLE: Add figures to make your goals measurable. This will help you stay on track and monitor progress. 

ATTAINABLE: Set realistic targets for your organization based on external research and data. Add in references from your research, so your employees and leadership feel the goals are attainable.

RELEVANT: Align your diversity, equity, inclusion, and belonging performance goals with your company values. 

TIME-BOUND: Set a deadline and milestones for achieving your diversity, equity, inclusion, and belonging goals. 

4. Solidify your goals in a diversity, equity, inclusion, and belonging plan

At this point, you know your “why”, you’ve pinpointed areas for improvement, and established clear benchmarks using the SMART framework. The next step is to make it official via a company-wide diversity and inclusion plan. 

The plan is a roadmap that brings all your information and aspirations together, to give employees and leadership a clear vision for change. 

A successful DEI plan consists of several key components:

• Clear mission statement and vision defining the purpose of your DEI efforts and outline what you aim to achieve.
• Your organization’s SMART goals.
• Data-driven foundation based on your thorough assessment of your current DEI status using both quantitative and qualitative data.
• Action items and initiatives with defined timelines, responsible parties, and measurement criteria.
• Evaluation of existing policies to ensure alignment with DEI goals, and your plans to adapt them.
• DEI-focused training and education programs to provide employees with necessary tools and knowledge.
• A DEI scorecard or spreadsheet to record your goals, track progress, and ensure accountability. 

5. Form a committee to own the process 

Real, lasting change happens when you’ve got a team of people dedicated to the cause. That’s where a DEI committee comes in.

A DEI committee is the engine behind your organization’s journey to becoming more inclusive and equitable. It should consist of diverse staff members who help support the organizational changes needed to hit your goals. 

By forming a DEI committee, you’re not just saying DEI matters. You’re building the structure to make sure it thrives, with a clear purpose and actionable goals that make inclusivity more than just a buzzword. 

The University of British Columbia describes two types of DEIB committees: strategy-focused and implementation-focused. 

• A strategy-focused DEIB committee provides “direction and guidance on policies, programs, initiatives and systems change.”
• An implementation-focused DEIB committee “is focused on ‘on-the-ground’ initiatives such as the development of a program, events, workshops, analysis of data or reports.”

Either way, what matters is that your committee drives progress toward achieving your goals. 

6. Lead by example, from the top-down

Let’s be honest: your DEI and DEIB goals will struggle without leadership on board. When leadership truly supports the mission, it sends a message that these values aren’t just another corporate initiative—they’re a real priority.

Getting there starts with education. Show leaders how DEIB isn’t just the right thing to do; it’s also a smart business move. Inclusive workplaces see better decision-making, increased innovation, higher employee retention, and even stronger financial performance. Need proof? There’s no shortage of data to back this up, so bring the receipts.

With this in mind, position your diversity efforts as a strategic business imperative. How does DEIB directly align with the company’s goals? How does it solve pain points like talent shortages or market relevancy?

When leaders see DEIB as integral to the organization’s success—and not just a standalone program—you’ll turn buy-in into action and action into results. 

7. Monitor, evaluate, and optimize your goals

Creating a truly diverse and inclusive workplace isn’t a set-it-and-forget-it kind of thing. To make real progress, you need to constantly monitor, evaluate, and fine-tune your goals.

Start by staying in touch with your employees. Regular check-ins—whether through surveys, focus groups, or one-on-one conversations—give you insight into their experiences and perspectives. Are your efforts making an impact? Are there blind spots you’re missing? This feedback is gold.

Next, track your metrics. Look at things like employee retention, engagement scores, and the diversity of your new hires. Numbers tell a story, and tracking the right ones helps you spot trends, celebrate wins, and course-correct when needed.

But don’t stop at data and employee feedback. Loop in executives and stakeholders to keep everyone aligned. Progress requires a shared vision and accountability across all levels of the organization.

DEIB isn’t about perfection; it’s about progress. With regular evaluations and a commitment to improvement, you can create a workplace where everyone feels they belong. That’s a win for people and performance alike.

8. Be transparent about the progress

Employees want to see not only that goals exist but that real progress is happening. Being open about your DEIB efforts builds trust, encourages engagement, and keeps momentum strong.

A few ways to build transparency:

• Make sure everyone in the company is aware of your specific DEIB goals and has access to the plan. Clarity and consistency in messaging keep everyone rowing in the same direction.
• Provide regular updates to share the work in progress. Whether it’s through newsletters, team meetings, or dashboards—keep employees in the loop and invested in the journey.
• Reaching a milestone? Launching a new initiative? Shout it from the rooftops. Celebrating wins (big and small) fosters pride and encourages ongoing support for DEIB initiatives.

When employees see clear goals, ongoing progress, and tangible results, they’re more likely to feel engaged and motivated to contribute. Transparency doesn’t just show that change is happening—it helps make change possible.

9. Offer a well-rounded mix of programs and initiatives

Creating an inclusive workplace requires more than just setting goals—it’s about implementing diverse programs that cater to different needs, learning styles, and career stages. A varied approach ensures that every employee has access to meaningful opportunities for growth and understanding.

Here’s how to build a robust mix of DEIB programs and initiatives:

• Raise awareness through education: Host seminars, workshops, or company-wide discussions to increase understanding of diversity and inclusion issues. Tailor sessions to address both organization-wide goals and individual team dynamics.
• Set diversity hiring goals: A diverse team starts with intentional hiring and recruitment practices. Strategies might include diversifying candidate sourcing, using gender-neutral job descriptions, minimizing unconscious bias in interviews, and offering mentorship during onboarding to set new hires up for success.
• Promote inclusive leadership: Equip leaders with the skills to foster a sense of belonging for every team member. Inclusive leadership, where employees feel respected, valued, and inspired, sets the tone for the entire organization. Encourage leaders to practice empathetic communication, actively listening to employees' concerns and perspectives to build trust and understanding.
• Support ongoing development: Offer programs that adapt to employees' evolving needs, such as peer mentor programs, career coaching, employee resource groups (ERGs), and diversity-focused leadership training.

By offering a variety of programs and initiatives, you create a workplace where everyone has the tools to thrive. A well-rounded approach ensures no one is left out and sets your DEI initiatives on a path to lasting success.

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10. Gather feedback from all employees

Building an inclusive culture starts with listening to your employees. While leaders often think they’re hitting the mark on DEI goals, employees’ perspectives might tell a different story. Bridging this gap requires honest, ongoing feedback from your team—and a commitment to act on it.

Here’s how to make gathering feedback a best practice for achieving DEI success:

• Ask thoughtful questions: Use tools like anonymous surveys, focus groups, or suggestion boxes to understand employees’ experiences. Honest feedback reveals what’s working and where gaps still exist.
• Invite open conversations: Host town halls or team discussions where employees can share insights in real-time. For a deeper dive, schedule one-on-one meetings to uncover specific challenges and ideas.
• Form Employee Resource Groups (ERGs): ERGs are a powerful resource for candid feedback and actionable recommendations. Give your people a voice and a platform to share their perspectives.
• Create two-way learning opportunities: Reverse mentoring flips the script, allowing leaders to learn directly from underrepresented employees. This informs decision-making and shows a genuine commitment to growth.

By actively seeking and valuing employee input, you’ll know your DEI efforts are grounded in reality—not assumptions. This feedback-driven approach builds trust, empowers employees, and keeps your organization moving toward a truly inclusive workplace.

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The road to a more diverse and inclusive workplace 

Achieving a diverse workplace starts with clear goals and prioritizing employee connection and education. Are your employees aware of DEI, and do they have the support needed to create an environment where everyone thrives?

Mentorship is key to career growth, especially for underrepresented groups. Pairing employees with leaders provides valuable guidance and exposure to new perspectives. You can also build community by connecting employees with similar backgrounds or encourage learning by pairing them across differences.

Together makes it easy to pair employees through professional mentoring programs and initiatives, helping to drive progress toward your DEI goals.

Creating a more diverse workplace takes time and effort. But with the right tools and strategies, your goals are within reach. Keep pushing forward—you’ve got this.

‍Achieve your DEIB goals with Together. Schedule a demo.