Every company talks about the importance of diversity in the workplace. In some cases, they even appoint Chief Diversity Officers.

But then from the point of view of the workers, not much changes.

A diversity target within a company is a goal the organisation has set for increasing the representation of underrepresented groups in its workforce.

This can include goals for hiring, promotion, job placement and other areas related to diversity and inclusion.

By setting these goals, companies are striving towards creating an equitable and inclusive workplace that reflects the diversity of their customers, employees and stakeholders.

Here’s why it can fail.

Lack of accountability

One of the primary reasons that companies fail to meet their diversity targets is that there is no one accountable for ensuring that these targets are met. Without someone in charge of diversity initiatives, it is easy for these initiatives to fall by the wayside. Additionally, without accountability, it is difficult to measure progress and identify areas in which improvements need to be made.

Lack of buy-in from senior leadership

Another reason that companies fail to meet their diversity targets is that senior leaders are not on board with the initiative. For an initiative to be successful, it needs to have buy-in from all levels of the organization. If senior leaders are not supportive of the initiative, it is unlikely to be successful.

Lack of resources

Another common reason for companies failing to meet their diversity targets is a lack of resources. Diversity initiatives can be costly, and many companies simply do not have the budget to invest in these initiatives. Additionally, many companies do not have the internal resources necessary to support a diverse workforce. For example, they may not have HR policies or procedures in place to address issues such as discrimination or harassment.

Lack of data

Many companies also fail to meet their diversity targets because they do not have adequate data on which to base their initiatives. Without data, it is difficult to identify areas of concern and develop strategies for addressing these issues. Additionally, data can help organizations track their progress and ensure that they are making progress towards their goals.

Lack of commitment

Finally, many companies fail to meet their diversity targets because they are not truly committed to the initiative. For an initiative to be successful, it needs to be given time and attention. If a company is not willing to invest the necessary resources into the initiative, it is unlikely to be successful.

Here are some methods that can be used to help meet a company’s diversity targets:

• Establishing diversity initiatives, such as unconscious bias training, that focus on eliminating any institutional or systemic barriers that may limit opportunities for underrepresented groups.
• Increasing recruitment efforts and outreach programs to attract more diverse talent.
• Creating partnerships with local organizations and businesses that have access to minority communities in order to increase job openings.
• Conducting surveys of existing employees to understand demographics, experience, challenge and achievement levels.
• Encouraging senior leaders within the organization to become champions for diversity and inclusion by setting goals for advancing the hiring and promotion of underrepresented candidates.