What will it look like when your organization has achieved equity? What is the vision for success? Identify what needs to change and get measured to make change happen.
- When I say clearly define the goal, what I mean is getting a clear target for our efforts. And we want it to be objective and we want it to have a timeline so we actually know whether or not we've accomplished our goal. And so here's a bad example. We can't just say, "I want to make my company more equitable." That's admirable, but it's not specific enough. We don't know whether or not we've accomplished our goals. So here's a good example. Let's say our first goal is to conduct a pay equity audit to determine whether or not there are inequities within our company. And then if there are inequities, within one year, we're committing to rectify those problems. That's an example of a goal that is specific and measurable with a very clear timeline. And when it comes to determining what you should do, you should use what's called the Pareto Principle, also known as the 80/20 rule. And it holds that 20% of your inputs will lead to 80% of your outputs. In other words, there's going to be a small fraction of things that will lead to big returns as it relates to what you're trying to accomplish. So there are a lot of things that you could do, but we need to figure out what are those things that you should do? And the simple question you need to ask yourself is this, "What is the thing that will have the maximum impact "as it relates to equity within my company?" And when you ask yourself that question, you're going to get a better understanding of what your goal should be in these situations.