 Where would
you like to be?
"Setting realistic goals and timetables ensures
accountability in an effective diversity
strategy."
Diversity at
Work
In the Opportunity Stage, you use the findings from Stage
Two to establish realistic and time-framed goals. To
robustly measure progress, goals should be set in four
areas:
- Quantitative
- Macro External
- Micro Internal
- Qualitative
Each area adds a unique element to the goal setting
process. For example, the Quantitative metric provides
representation and retention statistics that will alert you to
potential problems in attracting and retaining diverse
talent. Goals in this area will guide the organization
to examine its recruitment, selection, and promotion.
The Micro Internal goals focus on improving leadership
behaviour. Setting realistic goals will guide your
leaders to examine their day-to-day attitudes and behaviours
when compared to the core competencies.
The unique Equity Index™ guides the Opportunity
Stage. This critical tool provides a robust framework
for goal setting and accountability. Other key tools
used in the stage include the Implementation Funnel™, the
Strategy Circle™, and the Equity Assessment™.
A vision without specific goals is a timeless dream.
Stage Three of the Total Equity Solution© uses data from the
Validation Stage to create specific end results within
identified timeframes. Using these, accountability
becomes key to your change initiative.
"TWI has been the driving force in our
initiative to develop measurements and standards for
diversity."
Susan Turner
Diversity &
Workplace Programs Executive
IBM Canada Ltd.
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