10.3 Develop and institutionalize targets and/or Key Performance Indicators (KPIs) for individual managers and departments to support gender equality.
Content
Description of Best Practices
Set gender equality and diversity targets for each department, based upon staffing needs, skills gaps, budget, and anticipated staffing levels for the timeframe identified
Ensure that the targets are a realistic reach for each unit, while also aligning with the company’s gender and diversity targets. Targets may be set at company, division, department, and individual levels
Create accountability for reaching gender equality targets, by embedding them into manager/supervisor performance reviews, individual or company performance contracts, KPIs, compliance matrices or other performance review frameworks
Utilize available labor market metrics to set SMART diversity and gender equality targets
Challenges of Implementation
Performance of managers/supervisors is not related to KPIs, and the KPI system is not used within an organization
Lack of talent maps, competency matrices, or other analyses available to provide a clear picture of staffing gaps and priorities
Limited talent pools with the required skills and competencies
There may be limited willingness or buy-in from leadership to set or report on targets for hiring women with diverse social identities
Weak data management systems, making it difficult to monitor and track progress
Resistance or resentment from male staff to setting targets that promote hiring of more women
Lack of incentives to reach targets
Top leadership is not walking the talk and/or has no specific targets for themselves (gender targets are only set for mid management levels)
What Success Looks Like
Departmental targets established, linked with corporate gender equality targets and KPIs, and aligned with corporate business goals
Active engagement of leadership and management to set targets at the unit level and embed those into company performance frameworks
Clear accountability for achieving targets and mitigation measures for failing to meet targets for everyone in a leadership role
Actions taken to adopt recruitment and hiring policies and practices to support achievement of targets
Training and support provided for recruitment and hiring staff and department managers to ensure a successful target-setting process
HR data shared to support the target-setting process
Communication amongst department heads to ensure alignment of targets
Resources and Tools
Guide: Workplace Gender Audit Guide (Victoria State Government)
Guide: The Roadmap to Gender Equality in the Workplace: Measuring and Evaluating (UN Global Compact)
Guide: Setting Gender Equality Targets (WGEA)
Article: How to Set Diversity Goals – the Smart Way (Fair HQ)
Article: How We Set Diversity Targets (Medium)
Article: Strategies to Infuse D&I Into Your Organization (Harvard Business Review)