Setting Inclusive Intentions for the New Year: A Guide to Workplace Diversity, Equity, and Inclusion Goals
The New Year is here, and with it comes the chance to pause, reflect, and decide what’s next. What went well last year? What could be better?
For workplaces, this isn’t just about resolutions. It’s about building a more inclusive environment where everyone feels supported and valued. Diversity, Equity, and Inclusion (DEI) aren’t just ideals. They’re what creates thriving, innovative, and connected teams.
In this blog, you’ll gain insight into steps you can take to set meaningful DEI goals and keep the progress going throughout the year. You’ll also learn:
Why Is DEI Important in the Workplace?
DEI is a crucial part of supporting innovation, employee satisfaction, and overall organizational success.
According to McKinsey’s research, companies with diverse teams outperform financially and in job satisfaction. Diverse teams bring unique perspectives that lead to better decision-making and greater adaptability. When you think about the fast-paced world we live in, adaptability is a key aspect to maintaining an edge within any industry and organization.
In addition to financial benefits, a commitment to DEI fosters a sense of belonging among employees. It’s only natural; when people feel valued and included, they are more engaged and productive.
The result? A stronger, connected team and reduced turnover.
Reflect on the Past Year: Assessing Your Current DEI Journey
Before looking ahead, take a moment to figure out where your organization stands today. A thorough reflection will help identify both strengths and areas for growth.
Conduct a DEI Audit
A DEI audit is an essential first step. This involves evaluating your existing policies, practices, and outcomes. Consider gathering data through.
Employee Surveys: Measure employee perceptions of inclusion and belonging.
Demographic Analysis: Assess the representation of different groups across various levels of your organization.
Focus Groups: Facilitate conversations to gain qualitative insights into employee experiences.
By analyzing this data, you can pinpoint gaps and ensure that your DEI efforts are informed by evidence rather than assumptions. Often it’s a good idea to bring in the experts to help with not only executing the surveys but also finding those insights that can help you set strategies and goals for the next year.
Identify Areas for Improvement
If you want to understand where your workplace measures on DEI, the best starting point is listening to your people. Ask employees from different backgrounds about their experience—you might be surprised by what you learn.
The answers to these questions will guide the development of targeted and impactful goals for the New Year. For further reading, check out this guide to maximizing your DEI budget to align financial planning with your DEI aspirations.
How to Set SMART DEI Goals for the New Year
What Are SMART Goals?
SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound. This framework ensures that your objectives are clear and actionable. Setting vague or overly ambitious goals can lead to frustration, so use SMART criteria to maintain focus and accountability.
Check out this video for more useful info about SMART goal setting. ➡️
Examples of SMART DEI Goals
Setting the right goals can make all the difference. Here are some examples to help you get started:
Expanding Recruitment Efforts:
Goal: Increase the percentage of underrepresented groups in the candidate pool by 25% over the next six months by partnering with diverse professional organizations and updating job descriptions to be more inclusive.
Implementing Inclusive Training Programs:
Goal: Conduct quarterly unconscious bias training sessions for all hiring managers throughout the year to enhance equitable hiring practices.
Launching Employee Resource Groups (ERGs):
Goal: Establish at least three new ERGs focused on underrepresented communities within the first quarter to foster inclusion and provide support networks.
Enhancing Accessibility:
Goal: Audit workplace accessibility standards by March and implement at least five improvements by June to ensure the workplace is accommodating for employees with disabilities.
Improving Pay Equity:
Goal: Conduct a pay equity analysis by Q2 and adjust compensation disparities by the end of the year to ensure fair treatment across all demographics.
For more guidance on terminology and goals, explore this practical guide to DEI acronyms.
How to Put Your DEI Goals Into Action
Start with Leadership
Leaders have a huge influence on how DEI efforts take shape. When they actively support and participate, it shows everyone that inclusion is a priority.
Here’s some tips to get leaders on board:
Assign DEI Advocates: Choose leaders who will oversee initiatives and champion inclusion in every corner of the organization.
Tie DEI to Business Goals: Incorporate DEI objectives into the company’s overall strategy and make them part of leadership evaluations.
Organize Leadership Training: Work with an outside DEI organization to conduct leadership or executive training to update skills and goals, and answer questions that may arise in a safe, supportive environment.
Bring Your Team Into the Process
DEI isn’t just about policies, it’s about people. To make everyone feel invested in the journey, consider these steps:
Create a Safe Space for Feedback: Open up opportunities for team members to share their experiences without fear of judgment.
Celebrate the Team’s Diversity: Host events that highlight the cultures, backgrounds, and traditions of your employees.
Provide Education that Leaves an Impact
Understanding is the foundation of change. When employees and leaders have access to ongoing learning, it empowers them to take action. Options include:
Interactive Workshops: Host sessions on unconscious bias, allyship, or inclusive leadership.
Flexible eLearning: Use platforms like CultureAlly’s ConnectED to make training accessible for everyone, no matter where they work.
Build DEI Knowledge Across the Team
The more your team understands about DEI, the better equipped they’ll be to support it. Learning doesn’t have to be complicated—small steps can lead to meaningful change. Here are a few ways to build awareness:
Host Workshops or Webinars: Cover practical topics like unconscious bias, how to be an ally, or leadership strategies for inclusion.
Provide eLearning Options: Platforms like CultureAlly’s ConnectED provide flexible options for learning at scale.
What’s Next: DEI Trends to Watch in 2025
The world of DEI is constantly changing, and keeping up with the latest trends can help your organization stay ahead.
Wondering what’s on the horizon for DEI? Here are some trends that are shaping the future.
Intersectionality: Organizations are increasingly recognizing the importance of addressing overlapping social identities (e.g., race, gender, disability) and their combined impact on workplace experiences.
Inclusive Leadership: Companies are focusing on training leaders to model inclusive behaviors and practices.
Pay Transparency: More organizations are adopting transparent pay policies to promote equity and trust among employees.
Mental Health and Well-being: DEI efforts now frequently include mental health initiatives, acknowledging the unique challenges faced by underrepresented groups.
How to Measure Progress and Accountability
Define What Success Looks Like
To know if your DEI efforts are working, you need to measure progress. Here are a few areas to focus on:
Diverse Representation: Track how underrepresented groups are represented at all levels of your organization.
Engagement Scores: Look at how engagement levels differ across various demographics to identify gaps.
Retention Rates: Monitor how well your organization retains employees from diverse backgrounds.
Share What You Learn
Being open about your progress helps build trust and keeps everyone accountable. Here’s how you can share what you’ve learned:
Internal Updates: Keep employees and leaders informed with regular reports.
Public Reports: Highlight achievements and challenges in your annual reports or on your website.
Overcome Challenges in DEI Implementation
Change can be hard, and not everyone will be on board right away. Here are two ways to approach resistance:
Share Stories and Data: Use real examples and statistics to show how DEI efforts make a positive difference.
Listen First: Hear out concerns without judgment, and respond in a way that shows you understand where people are coming from.
Making DEI Last
Creating real change means integrating DEI into everything you do, from daily decisions to big-picture planning. Here’s how:
Tie DEI to Your Values: Connect inclusion efforts to the values your company already stands for, making them an integral part of decision-making.
Partner with Experts: Work with DEI specialists who can provide ongoing support and fresh perspectives.
Tips for an Inclusive Workplace in the New Year
Celebrate Diverse Holidays: Expand celebrations to include holidays like Diwali, Hanukkah, and Kwanzaa to reflect the diversity of your team.
Be Mindful of Representation: Ensure all voices are heard and valued in planning and decision-making processes.
Host Inclusive Events: Organize team-building activities that encourage collaboration and cultural exchange.
Encourage Feedback: Regularly solicit employee feedback on DEI initiatives to refine and improve efforts.
Provide Flexible Participation: Recognize that not everyone celebrates in the same way and offer flexible ways to engage.
Take Advantage of Technology: Use digital tools to enhance accessibility and reach remote employees in your DEI initiatives.
Recognize Successes: Celebrate small wins to maintain momentum and inspire continued efforts.
The New Year is the perfect time to build a workplace that values and prioritizes diversity, equity, and inclusion. By setting SMART goals, engaging employees, and embedding DEI into your organizational culture, you can foster an environment where everyone feels valued and empowered.
As you reflect on the past year and look forward to the future, remember that inclusion is an ongoing journey. Let’s make 2025 a year of meaningful progress and connection—one inclusive step at a time.