Diversity, equity, inclusion, and accessibility (DEIA) are more than just buzzwords—they’re the foundation of a strong, future-ready business. Companies that embrace DEIA don’t just foster a positive work culture; they see tangible benefits like higher employee engagement, innovation, and performance. But setting meaningful goals and tracking progress can feel overwhelming, especially for busy founders.

The good news? It doesn’t have to be. Here’s a simple, no-nonsense guide to setting and measuring DEIA goals that actually drive change.

Before jumping into action, take a step back. What does DEIA truly mean for your business? How does it align with your company’s values and sustainability commitments?

A strong DEIA vision should be clear, authentic, and actionable. Maybe you want to diversify leadership, ensure pay equity, or make your workplace more accessible. Whatever it is, define it first—because a clear vision guides meaningful action.

Vague promises like “we value diversity” won’t cut it. Instead, set S.M.A.R.T goals—Specific, Measurable, Achievable, Relevant, and Time-bound.

Here are some examples:

• Increase the percentage of employees from underrepresented groups in management roles by 20% within the next two years.
• Partner with five minority-serving institutions and organisations to recruit diverse candidates by Q4.
• Conduct a pay equity audit every six months and close any identified wage gaps within three months of findings.
• Ensure 100% of leadership and hiring managers complete annual DEIA training by the end of Q3.
• Conduct an accessibility audit of office spaces and implement at least three recommended improvements within the next year. 

These kinds of goals create accountability and make it easier to track progress.

You can’t improve what you don’t measure. Start by gathering data:

• Conduct employee surveys to understand workplace sentiment.
• Analyse hiring, retention, and promotion rates.
• Review pay equity across all roles.
• Assess accessibility in both physical and digital spaces.

Be sure to keep data collection anonymous and voluntary. Employees need to feel safe sharing honest feedback.

DEIA isn’t a checklist—it’s a long-term commitment that should be embedded in daily operations. Some key ways to integrate it:

• Review hiring and promotion processes to remove bias.
• Offer mentorship programmes for underrepresented employees.
• Ensure your office, website, and communications are accessible.
• Provide DEIA training for employees and leadership.
• Support employee-led groups that foster inclusivity.

Small, consistent changes add up to big cultural shifts over time.

Accessibility is often the most overlooked part of DEIA, but it’s crucial for true inclusivity. Start by:

• Auditing office spaces and digital platforms for accessibility barriers.
• Providing assistive technology and flexible work arrangements.
• Using inclusive, easy-to-read language in policies and job descriptions.
• Educating employees on disability inclusion best practises.

Creating an accessible workplace isn’t just about compliance—it’s about ensuring everyone can contribute and succeed.

DEIA is an ongoing journey. To stay on track, regularly review key performance indicators (KPIs) such as:

• Diversity in leadership roles.
• Retention rates of diverse employees.
• Employee engagement and satisfaction.
• Workplace accessibility improvements.

Share progress with your team and stakeholders. Transparency builds trust and encourages continuous improvement.

Committing to DEIA isn’t just good for employees—it’s good for business. By setting clear goals, tracking progress, and continuously improving, you can build a company where everyone thrives. And that’s a workplace worth striving for.