HRM 340 Module Four Assignment Template
First and Last Name: [Insert text.]
Date: [Insert text.]
Short-Term DEI SMART Goal: Goal 1: Broaden the Diversity of Candidates for Call Centre Positions
Goal 2: Provide Hiring Managers with DEI Training
Long-Term DEI SMART Goal: [goal 1: Create Employee Resource Groups (ERGs)
Goal 2: Perform DEI Climate Surveys Every Year
Justification: [The organization's plan to grow client services operations in Lincoln, Delaware, while
emphasizing equity, inclusion, and diversity initiatives, is in line with these DEI SMART goals. In order to
ensure a varied staff that represents the communities it serves, the organization lays the groundwork for
inclusive hiring practices by expanding diversity in contact center recruiting and, in the near future,
adopting DEI training for hiring managers.
Establishing Employee Resource Groups (ERGs) and doing yearly DEI climate surveys show the
organization's long-term dedication to promoting an inclusive and belonging culture, along with its basic
principles of acting honorably and forming relationships with the community. These programs help the
company achieve its overarching objective of offering great customer service to clients worldwide while
fostering equity and diversity among its personnel.
Category Explanation Response
S: Specific What do I plan to Within the following six months, raise the
accomplish? What do I plan percentage of underrepresented groups—such
to achieve? What is the as minorities and people with disabilities—in call
reason for this goal? Why is Centre hiring by 20%.
it relevant? Within the following three months, create and
administer DEI training materials for all
Example: Ensure a recruiting supervisors.
development plan, with inside the following year, create at least three
specific deliverables, is Employee Resource Groups (ERGs) inside the
jointly developed with all organization that reflect a range of identities
of my direct reports. and interests.
Conduct yearly surveys on the DEI atmosphere
to evaluate how employees feel about diversity,
equality, and inclusion in the workplace.
M: Measurable What metric(s) will be used Monitor the percentage growth in the hiring of
to determine whether you underrepresented groups by looking at
meet the goal? If more applicant demographics and quarterly reports.
than one milestone is Evaluate recruiting managers' understanding of
included, provide the DEI concepts using pre- and post-training
metric that will be used to questionnaires.
measure performance. Using participation metrics and frequent
meetings, keep an eye on the creation and
degree of involvement of ERGs.
First and Last Name: [Insert text.]
Date: [Insert text.]
Short-Term DEI SMART Goal: Goal 1: Broaden the Diversity of Candidates for Call Centre Positions
Goal 2: Provide Hiring Managers with DEI Training
Long-Term DEI SMART Goal: [goal 1: Create Employee Resource Groups (ERGs)
Goal 2: Perform DEI Climate Surveys Every Year
Justification: [The organization's plan to grow client services operations in Lincoln, Delaware, while
emphasizing equity, inclusion, and diversity initiatives, is in line with these DEI SMART goals. In order to
ensure a varied staff that represents the communities it serves, the organization lays the groundwork for
inclusive hiring practices by expanding diversity in contact center recruiting and, in the near future,
adopting DEI training for hiring managers.
Establishing Employee Resource Groups (ERGs) and doing yearly DEI climate surveys show the
organization's long-term dedication to promoting an inclusive and belonging culture, along with its basic
principles of acting honorably and forming relationships with the community. These programs help the
company achieve its overarching objective of offering great customer service to clients worldwide while
fostering equity and diversity among its personnel.
Category Explanation Response
S: Specific What do I plan to Within the following six months, raise the
accomplish? What do I plan percentage of underrepresented groups—such
to achieve? What is the as minorities and people with disabilities—in call
reason for this goal? Why is Centre hiring by 20%.
it relevant? Within the following three months, create and
administer DEI training materials for all
Example: Ensure a recruiting supervisors.
development plan, with inside the following year, create at least three
specific deliverables, is Employee Resource Groups (ERGs) inside the
jointly developed with all organization that reflect a range of identities
of my direct reports. and interests.
Conduct yearly surveys on the DEI atmosphere
to evaluate how employees feel about diversity,
equality, and inclusion in the workplace.
M: Measurable What metric(s) will be used Monitor the percentage growth in the hiring of
to determine whether you underrepresented groups by looking at
meet the goal? If more applicant demographics and quarterly reports.
than one milestone is Evaluate recruiting managers' understanding of
included, provide the DEI concepts using pre- and post-training
metric that will be used to questionnaires.
measure performance. Using participation metrics and frequent
meetings, keep an eye on the creation and
degree of involvement of ERGs.
