Examples of D&I Goals, as Inspiration to Apply in Your Company

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At this time the difference in the world of work is no longer considered a bad thing. The more diverse races and ethnicities and religions that exist in a company, it will make it run in a better direction. This may be the reason why many people are looking for examples of d&i goals to be implemented in their respective companies. A diverse culture will basically make companies have different ways of thinking, which means making ways to find solutions to existing problems also vary.

The most common thing done in examples of d&i goals is in terms of recruiting new employees which usually requires that for example 30% of new recruits accepted in the company will come from black or Latino circles. Other things can also be manifested, for example, in the presence of women in top management in a company which reaches 35%. This is fairly high considering that usually women are in the minority in careers. Why is this important? This will illustrate that the company does not discriminate and anyone who is able to provide a good performance will get a special place in the company.

Don’t forget to read other articles about d&i goal setting which are no less interesting than this one.

Companies that only accommodate certain races to be able to join there will usually also manifest in the products provided by companies that usually only focus on what they believe in, but are not entirely true. There are lots of examples of examples of d&i goals that we can use as a reference and this even extends to the realm of disability. Companies that are more open with all research possibilities will make the innovations in the company better and grow at a rate that exceeds the average growth rate of similar companies in the same industry.

Talking about examples of d&i goals basically also talks about the vision, mission, and goals of the founder of a company. Even if it is a publicly traded company or a family company that is passed down to the next generation, the founder’s voice is usually less important than the broad interests of the customer. Although sometimes many companies do this only out of necessity and in the form of statistical figures. But of course this is okay, rather than companies that really don’t care about this at all. Even in more developed countries this is required by local regulations to ensure every company does this.

At this stage, maybe education is no longer considered an absolute thing, moreover we can do work from anywhere and learn from anywhere. Education is no longer relevant because what matters is what abilities a company or person has to be able to create useful products to meet the needs of the community. Regarding education, this might also be taken into consideration in making examples of d&i goals especially for a business field that prioritizes skills rather than a piece of paper called a diploma or certificate of expertise. In companies that strictly implement this, a special board has even been formed to deal with sensitive issues related so as not to damage the image of companies that uphold diversity.

Today’s business world no longer only requires competition, but more broadly, an economy based on collaboration and cooperation is currently being well upheld. This will not be created if there is still discrimination against minorities in the world of work. For this reason, companies looking for examples of d&i goals are usually companies that are more advanced in looking at collaboration-based growth. A wider dimension will exist in companies that have gone public, because they have to submit various kinds of reports periodically on how the company is run by the management.

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