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We found 25 examples of diversity goals from top companies aiming to boost diversity, inclusion and belonging in the workplace. To make the list, the diversity goals had to be written on their web site or spoken goal by their leadership (e.g. CEO or Head of Diversity & Inclusion (D&I)) in a public forum (e.g. like VMware’s CEO on CNBC (see below)).

Types of Company Goals for Diversity & Inclusion

What do the diversity goals of these 25 companies below have in common?

According to our list, a company can increase diversity and inclusion in the workforce by focusing on one or more of these types of goals:

  • Diverse Candidates as a % of overall candidates — Examples: Hilton and Restaurant Brands both commit that they will have 50% of candidates be diverse.
  • Diversity Goal at Interview Stage — Example: VMware’s CEO committed (on CNBC) to “No job-hiring process will end unless a minority candidate is interviewed.”
  • Diversity Hires Goal (%) — Example: Mozilla commits to doubling the percentage of Black and Latinx representation of its 1,000-person U.S. staff
  • % of Women Hired in Technical Roles — Example: Intel commits to “increase the number of women in technical roles to 40%” (of all roles)
  • Leadership Hire Quota — Example: Facebook commits to a 30% increase in the number of people of color in leadership positions over the next five years. Others who doing this include Google/Alphabet Inc., HP Inc., Levi Strauss, Microsoft, Mozilla, RBC, Wells Fargo)
  • Diversity and Inclusion Training and Goals — Example: At HPE, all managers are required to attend diversity and inclusion training. Expedia also did this.
  • Supplier Diversity Program — Example: The AT&T Supplier Diversity Team committed to spend $3 billion with U.S. Black-owned suppliers by the end of this year
  • Creating a Diversity Council/Advisory Board (GM, HPE)
  • Investing sizable cash money in good D&I causes  — Example: Adidas committing $120 million to causes related to ending racial injustice between now and 2025 (others who did this include Apple, AT&T, Facebook, Google/Alphabet Inc., Microsoft, Netflix, RBC, Yum! Brands)

Note: If you want to be inclusive with the actual writing of your diversity goals, you might try these 4 Diversity tools.



22 Diversity Goal Examples

Now, let’s have a closer look at the diversity goals for each company. It’s in alphabetical order so make sure you don’t miss the great ones at the end too! 🙂


Diversity Goal: Investing funds supporting Black communities and diversity in hiring.

Adidas Global Head of Human Resources, Karen Parkins resigned after complaints about her strategy for addressing racial issues within the company. Following her resignation, Adidas pledged to

  • ensure a minimum of 30% of all new positions — internal and external — will be filled with Black and Latino talent.
  • invest $120 million toward U.S. initiatives focused on ending racial injustice and supporting Black communities through 2025.

source: Adidas HR head resigns as company addresses diversity issues (CTV News, June 30, 2020)



Diversity Goal: Working with Black-owned businesses

AT&T’s Supplier Diversity team is dedicated to making a significant economic impact in the Black business community. Susan Johnson, EVP of Global Connections and Supply Chain said:

“Our commitment to ensuring that Black-owned businesses and other diverse businesses have the opportunity to work with AT&T is longstanding, sustainable and unwavering,”…

“Our commitment to these suppliers will continue beyond 2020; these are not short-term commitments. We will continue to work closely with all suppliers to foster economic growth and innovation within the communities we serve.”

source: AT&T says it is on track to meet its commitment to spend $3 billion with U.S. black-owned suppliers by the end of this year



Diversity Goal: Cash money support for racial justice.

Apple committed $100 million to the Racial Equity and Justice Initiative. CEO Tim Cook said that the:

“unfinished work of racial justice and equality call us all to account.”

Apple has also launched a new developer entrepreneur camp for Black developers.

source: 5 Companies That Came To Win This Week (CRN, June 12, 2020)



Diversity Goal: The Zero Barriers to Inclusion 5-year (by 2025), diversity goals address gaps affecting Black, Indigenous, People of Colour, Latino, and LGBTQ2+ employees, customers, and communities.

  • Increasing representation of Black employees in senior leadership roles to 3.5% and 7% in Canada and the U.S., respectively
  • Increasing representation of People of Colour employees in senior leadership roles to 30% or greater in Canada and the U.S., respectively
  • Increasing representation of Latino employees in senior leadership roles to 7% in the U.S.
  • Sustaining our current gender equity position with a range of 40 to 60% representation in senior leadership roles across our organization
  • Increasing representation of Black and Latino interns and entry-level employees to 30% in the U.S., and ensuring 40% of student opportunities in Canada are directed to BIPOC youth
  • Increasing representation of Indigenous Peoples across our workforce in Canada to 1.6%
  • Increasing representation of persons with disabilities within a range of 5 to 7% of our workforce
  • Introducing an LGBTQ2+ representation goal of 3% of our workforce



Diversity Goal: Every employee has at least one inclusion goal.

Expedia’s Chief Inclusions Officer Melissa Maher was recently interviewed by Web in Travel about the company’s recovery plans, post-COVID, and their diversity and inclusion goals. Maher said:

“Our CEO has  been very actively involved in helping lead this discussion, which has been great. And one of the really exciting things that he said to all of Expedia Group members last week is we’re in the process of goal setting. He said that he wants every single employee to have at least one inclusion goal.”

source: Expedia’s Melissa Maher Talks Recovery In Travel, Partnership With Hotels, and Diversity & Inclusion (Web in Travel July 8, 2020)



Diversity Goal: Increase diversity in leadership and monetary support for Black-owned businesses.

CEO Sheryl Sandberg announced Facebook’s diversity goals in a recent blog. They include:

  • a 30% increase in the number of people of color in leadership positions over the next five years
  • $200 million to support Black-owned businesses and organizations

source: Here are tech companies’ plans for increasing diversity amid protests over racial inequality (MarketWatch, June 30, 2020)


General Motors

Diversity Goal: Creating an Inclusion Advisory Board to stay on track with diversity and inclusion best practices.

GM CEO Mary Barra is taking on the responsibility of keeping the company on track to reach its diversity goals. In a letter to GM employees, Barra said:

She would create an “inclusion advisory board” made up of both internal and external leaders, and setting near-, medium- and long-term goals related to diversity and inclusion.

source: GM CEO Mary Barra: ‘It’s my responsibility’ to ensure company changes following death of George Floyd (CNBC, June 9, 2020)


Goldman Sachs

Diversity Goal: Only take companies public with at least 1 diverse board member, more Black, Latino & women hires, and more women executives.

According to Yahoo! Finance, Goldman Sachs plans to:

  • Only take companies public with at least 1 diverse board member, with a focus on women in 2020. And at least 2 diverse board members by 2021.
  • Aim for half its new analysts and entry-level associates in the U.S. to be women, 11% to be Black, and 14% to be Latino.
  • Aim for 40% of its executives vice presidents to be women.
  • Aim for 7% of executives to be Black and 9% to be Latino.

source: Goldman Sachs CEO’s diversity advice: ‘Set very specific, aspirational goals’ (Yahoo! Finance, September 30, 2020)

Google Parent Alphabet Inc.

Diversity Goal: Increased diversity inclusion and belonging in leadership and funding for related businesses.

Alphabet, Inc. parent company of Google, plans to:

  • increase the proportion of “leadership representation of underrepresented groups” overall by 30% at the company by 2025
  • provide $175 million in a mix of financing and funding to related businesses

source: Here are tech companies’ plans for increasing diversity amid protests over racial inequality (MarketWatch, June 30, 2020)


Hewlett Packard Enterprise (HPE)

Diversity Goal: Establish a Global Inclusion and Diversity Council & more diversity training for managers.

Hewlett Packard Enterprise established a global Inclusion and Diversity Council. The council will develop a detailed plan to ensure equal opportunities for all HPE employees. CEO Antonio Neri said following a company meeting for HPE’s 60,000 employees:

“Everyone deserves to live free of oppression and racism”…“We must use this moment to take a stand, to speak up on inclusion and to advocate for equity.”

HPE managers will also be required to attend diversity and inclusion training.

source: 5 Companies That Came To Win This Week (CRN, June 12, 2020)


Hewlett Packard, Inc.

Diversity Goal: Double number of Black executives by 2025 & increase hiring % from underrepresented communities.

HP, Inc.’s CEO Enrique Lores said in a news release:

“Recent events have laid bare the systemic racism and deep inequalities that remain a stain on society, and it’s imperative for all companies to act with urgency on all fronts”

HP Inc. plans to double the number of Black and African-American individuals who are serving as executives by 2025 and continuing to increase the growing percentage of hiring from underrepresented communities — including women, minorities, veterans and persons with disabilities.

source: 5 Things To Know About HP’s Latest Investments In Diversity And Sustainability (CRN, June 24, 2020)

Diversity Goal: Withhold fees for outside law firms that don’t meet diversity goals

According to Bloomberg Law, HP Inc.’s Chief Legal Officer, Kim Rivera, has had success with withholding legal fees for outside law firms that don’t meet diversity goals. The article from October 13, 2020, says HP Inc. has 95% now meeting the standards.

“Rivera’s legal department was one of the first to give financial teeth to diversity requests for outside counsel. The company’s initiative, implemented in phases starting in 2017, required most of its firms to staff at least one diverse attorney on HP matters or face a 10% cut in fees.”


Diversity Goal: 50% diverse slate of candidates.

Hilton has seen mass layoffs due to COVID-19 and the VP of Diversity and Inclusion role was part of the cuts. But Chief Talent Officer Laura Fuentes says this will not stop Hilton’s movement towards reaching their diversity inclusion and belonging goals. Fuentes said:

“Hilton is “reverse recruiting” and advocating on behalf of its own furloughed and laid off employees to companies that are still hiring during the downturn. But it is also keeping its traditional recruiting channels open for when travel demand returns. The goal is to provide a 50 percent diverse slate of candidates for all open positions.”

source: Hilton’s Diversity Strategy Underscores Recruiting Efforts in a Time of Deep Job Cuts (Skift, July 6, 2020)



Diversity Goal: Increase hiring of women and underrepresented minorities.

Intel’s recent Corporate Responsibility Report says they plan to:

“increase the number of women in technical roles to 40% and double the numbers of women and underrepresented minorities in senior roles by 2030.”

source: Intel’s new diversity goals: Put women in 40% of technical posts by 2030 (CNET, May 14, 2020)


Levi Strauss & Co.

Diversity Goal: Make execs more diverse and interview 50% more people of color to stay in line with diversity and inclusion best practices.

Jeans maker Levi Strauss launched a new diversity plan. The plan will:

  •  fill the position of “head of diversity, inclusion, and belonging”
  • add an African American person to the board of directors
  • strive to have 50% of candidates interviewing for jobs be people of color
  • share its employee diversity data and subsequent updates
  • teach all employees about racial equity
  • hire from historically Black colleges and universities

source: Exclusive: Levi Strauss & Co. unveils diversity plans, pledges to appoint a black board member (Fast Company, June 16, 2020)



Diversity Goal: Cash money to diversity and inclusion & increased diversity in management positions.

Microsoft’s corporate blog said the following in regards to company goals for diversity and inclusion:

  • adding $150 million to its diversity and inclusion investment
  • doubling the number of Black and African American people managers, senior individual contributors, and senior leaders in the United States by 2025

source: Here are tech companies’ plans for increasing diversity amid protests over racial inequality (MarketWatch, June 30, 2020)



Diversity Goal: Increase Black and Latinx hiring at all levels.

With an eye towards diversity and inclusion best practices, Mozilla plans to:

  • double the percentage of Black and Latinx representation of its 1,000-person U.S. staff
  • increase Black representation in the U.S. to 6% at the director level and up (including representation on the Mozilla and Mozilla Foundation boards)

Mark Surman, Executive Director of the Mozilla Foundation said:

“There is no question events of the past few weeks have underlined the need to focus more on racial justice. The collective push of the tech industry is promising and important, but we need to make sure we are collectively held accountable on moving the ball.”

source: Here are tech companies’ plans for increasing diversity amid protests over racial inequality (MarketWatch, June 30, 2020)



Diversity Goal: “Our goal is to move from a diversity reflex to an inclusion instinct. The NBA strives to cultivate a workplace in which everyone feels welcomed and empowered to bring their whole selves to work.”

Some stats, from Front Office Sports’ NBA Remains At Forefront of Sports’ Diversity and Inclusion Efforts:

“With its A+ mark in racial hiring, the NBA experienced rises in categories like assistant coaches of color, people of color in the league office, and players. Dating back to November 1, 2019, 45.8% of the league’s assistant coaches were people of color, indicating a 3.3% bump from the 2018-2019 campaign. At the league office, 39.4% of professional staff positions were held by people of color – the highest-ever percentage of people of color in these positions. As of July 22, 83.1% of the NBA’s players were people of color – a 1.2% rise from the 2019 Report Card…

Women held 40.3% of all professional positions in the league office”

NBCUniversal News Group

Diversity Goal: Reaching 50% diversity in the workforce.

NBCUniversal News Group Chairman Cesar Conde wants to increase diversity in front of and behind the camera. Starting with:

Setting a goal of having a 50% diverse work force across his division. Conde called the initiative the “50% Challenge,” and said “he wants the division to reflect the demographic trend in the country.”

source: NBCUniversal News Group chairman wants a 50% diverse work force (Los Angeles Times, July 7, 2020)



Diversity Goal: Monetary support for Black community groups.

Netflix’s diversity and inclusion goals include:

putting “2% of its cash holdings, or up to $100 million initially, toward financial institutions and other groups “that directly support Black communities in the U.S.””

source: Here are tech companies’ plans for increasing diversity amid protests over racial inequality (MarketWatch, June 30, 2020)


Restaurant Brands International (Burger King, Popeyes et al)

Diversity Goal: 50%+ candidates are “demonstrably diverse, including race”

Quote from company:

“Starting immediately, I am making a commitment to ensure at least half of all final-round candidates interviewing for roles with our four RBI offices will be from groups that are demonstrably diverse, including race,” RBI CEO Jose Cil said in a company press release.

source: Burger King, Popeyes, Tim Hortons doubling down on corporate diversity hiring (QSRWeb, June 29, 2020)


Royal Bank of Canada (RBC)

Diversity Goal: Donating to support BIPOC and committing more summer jobs to BIPOC youth.

RBC is increasing support for black, indigenous, people of color (BIPOC). RBC said:

“Diversity and inclusion has been a cornerstone of our values for years. We have made progress against some of our goals, but there is more to be done”

RBC is donating millions of dollars to BIPOC, committing 40% of summer opportunities to BIPOC youth, establishing and measuring internship and new hire goals, and increasing Black and indigenous executive representation by 10%.

source: RBC boosts supports for Black, Indigenous, people of colour (HR Reporter, July 7, 2020)



Diversity Goal: Marketing support for Black businesses and double African-American talent.

SAP is pledging to:

“double the representation of African-American talent in the U.S. over the next three years.” And introducing a new marketing program, “Spotlight Black Businesses,” to assist small, black-owned businesses that have been impacted by COVID-19 and protests caused by social unrest.

source: Here are tech companies’ plans for increasing diversity amid protests over racial inequality (MarketWatch, June 30, 2020)



Diversity Goal: Increase Black workforce by 20% over the next 3 years.

Target has set a diversity goal to increase the % of its Black workforce. Target’s Chief Diversity and Inclusion Officer, Kiera Fernandez also plans to provide training, mentorship, and leadership development to its Black team members. Fernandez said:

“The changes we’re making are going to have a meaningful impact on the careers of our Black team members and prospective team members. We know the support we have for our team helps extend our reach outside our walls, creating a ripple effect that impacts our guests and communities.”

Target’s new Black employment goals came from the company’s Racial Equity Action and Change (REACH) committee. REACH is made up of a group of diverse senior leaders formed as a part of the fight against racial injustice in the United States.

source: Target plans to increase its Black workforce by 20% over the next 3 years (CNN, September 10, 2020)



Diversity Goal: No hire unless an underrepresented group is interviewed

Quote from company:

“We’ve focused lots more on gender than race, and now we need to put emphasis on those areas together…Now we’re saying every position has to consider gender and race…”

source: No job-hiring process will end unless minority candidate is interviewed: VMware CEO Pat Gelsinger (CNBC, June 19, 2020)


Wells Fargo

Diversity Goal: Doubling Black leadership and diversifying the operating committee.

Wells Fargo operating committee members will be evaluated annually on how they have increased the inclusion and representation of diverse employees and it will have an impact on their pay packages. CEO Charlie Scharf

“rolled out goals including doubling Black leaders at the firm — currently 6% of senior management — within the next five years, and creating a new diversity and inclusion position reporting directly to the CEO. He said he’ll add more Black people to the operating committee, a process he sees as being hindered by Wells Fargo’s “unique” regulatory and control issues.”

source: Wells Fargo Ties Senior Executive Pay to Improving Diversity (Bloomberg, June 16, 2020)


West Coast Conference

Diversity Goal: Including at least 1 person from an underrepresented community in the interview process.

The West Coast Conference instituted the “Russell Rule,” which is an in-house made interview policy to promote people of color. The policy is named after NBA Hall of Famer and USF legend Bill Russell. Mercury News reported that:

“The conference’s hiring initiative will require each of its member schools, including Saint Mary’s, Santa Clara, Pacific and USF in the Bay Area and beyond, to follow new guidelines when hiring any head coach, full-time assistant coach, athletic director or senior administrator in the athletic department. Specifically, the league announced Monday, the final candidates must include at least one person of “an underrepresented community.””

source: WCC creates ‘Russell Rule’ to help diversity hiring in athletics (Mercury News, August 3, 2020)


Diversity Goal: Match diversity of workforce based on community diversity %.

Yelp has set a diversity goal to match the percentage of employees from underrepresented ethnicities with the user base in each area across the country. For example, if an area is 50% Latinx, the Yelp employees in that area should be 50% Latinx.

source: Rob Kelly, CEO of Ongig (note: this was a diversity goal that a Yelp VP shared with Rob circa 2015 – it may have changed since then)


Yum! Brands

Diversity Goal: Increase representation of Black, Latinx, people of color and women among its executive and management ranks, franchisees and suppliers; and ensure Black, Latinx and diverse representation in leadership and account teams at Yum’s U.S. agencies.

Yum! Brands just announced a $100 million Equity and Diversity investment in their restaurants. Yum! Brands include top restaurant chains KFC, Pizza Hut, Taco Bell, and The Habit Burger Grill. 

The news comes after Yum pledged $3 million to the NAACP Legal Defense and Educational Fund, American Civil Liberties Union and other nonprofits fighting for social justice in Louisville earlier this month.

source: Taco Bell, KFC Parent Invests $100M To Fight Inequality  (Restaurant Business Online, June 25, 2020)


Just to recap, a company can increase diversity and inclusion in the workforce by:

  • Setting % goals on candidates, interviews and hires.
  • Focusing on diversity in leadership
  • Committing to D&I training
  • Spending more with diverse suppliers
  • Creating a diversity council
  • Making cash commitments to good causes

…but I look forward to finding many more examples of diversity goals. I’ll add them here as I find them!


We’re passionate (here at Ongig) about eliminating biased job descriptions (race, gender, age, and disability). Ongig’s Text Analyzer helps grow diversity, inclusion and belonging in the workplace. Click our demo request button if you’d like to learn more.

by in Diversity and Inclusion