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We’ve heard from numerous partners and individuals within the NTEN community interested in learning more about our commitment to diversity, equity, and inclusion. As our CEO Amy Sample Ward noted here, “We will continue to move forward so we can better be part of the world we want to see and meet our own vision of a more just and engaged world.”
If your organization is preparing to take similar steps, here’s a helpful outline below for planning and structuring your workplace goals.
This article was originally published by The Management Center. It is republished here with permission.
Goals are a concrete way to drive results, but how can you be sure to do it equitably? Introducing… SMARTIE goals! Adding an equity and inclusion component (that’s the IE part!) to your SMART goals is like putting avocado on a sandwich—come for the health benefits, stay for the life-changing impact (and don’t ever go without it again)!
For a goal to be effective in driving an organization’s performance, it needs to be:
Strategic – It reflects an important dimension of what your organization seeks to accomplish (programmatic or capacity-building priorities).
Measurable – It includes standards by which reasonable people can agree on whether the goal has been met (by numbers or defined qualities).
Ambitious – It’s challenging enough that achievement would mean significant progress; a “stretch” for the organization.
Realistic – It’s not so challenging as to indicate lack of thought about resources or execution; possible to track and worth the time and energy to do so.
Time-bound – It includes a clear deadline.
Inclusive – It brings traditionally marginalized people—particularly those most impacted—into processes, activities, and decision/policy-making in a way that shares power.
Equitable – It includes an element of fairness or justice that seeks to address systemic injustice, inequity, or oppression.
Here’s an example of a SMART goal turned SMARTIE:
By incorporating IE into your goals, you can make sure that your organization’s commitment to diversity, equity, and inclusion is anchored by tangible and actionable steps. There’s a fine line between inclusion and tokenism. What’s the difference? Power. In most cases, it’s not enough to tack on “…and x number of volunteers/new hires/spokespeople should be people of color” unless the people you’re trying to include will be able to influence the work in a meaningful way.
SMARTIE goals are about including marginalized communities in a way that shares power, shrinks disparities, and leads to more equitable outcomes.
Want to get started? Download this SMARTIE goals worksheet.