Goals and Targets for Diversity, Equity and Inclusion

Abstract

Achieving diversity, equity, and inclusion (DEI) in organizations requires behavior change. Short-term costs deliver long term benefits. Short-term costs associated with DEI include discomfort from difference and a perception that DEI can be a zero-sum game where those in power lose out by being more inclusive. Long-term benefits include more creative problem-solving on teams, more objective decision-making, and greater fairness, leading to a more inclusive and innovative culture. The trade-offs are similar to the choices people make in other contexts, such as saving for retirement, exercising, or giving up smoking. When people have to make these choices (short-term cost vs. long-term gain), the majority display cognitive biases and make suboptimal decisions. So, how can companies make smarter DEI choices? Setting organizational DEI goals, and creating accountability for achieving them, is an evidence-based strategy for organizations to advance equity. Specifically, goals are also a high leverage point to increase DEI in the U.S. tech industry.