Goals & Targets

Goals & Targets

LaabamOne sets specific, time-bound D&I goals that go beyond vague commitments. Our published targets cover gender representation at every level, nationality diversity across leadership, pay equity ratios, hiring funnel diversity, ERG participation rates, and training completion — each with clear deadlines and named accountable leaders.

Our current flagship targets include reaching 50% women in senior leadership by 2028, achieving zero adjusted gender pay gap across all three countries, ensuring every interview panel includes at least one diverse member, and growing ERG participation to 75% of our 500+ workforce. Progress is reviewed quarterly by the D&I Council and semi-annually by the board.

We believe in ambitious but achievable targets. Each goal is informed by baseline data, industry benchmarks, and input from employee resource groups. When targets are missed, we conduct root-cause analysis and publish revised action plans — maintaining credibility by treating goals as commitments, not aspirations.

Accountability Over Aspiration

Goals without accountability are just wishes. At LaabamOne, every D&I target is linked to a named executive, a specific budget allocation, and a quarterly reporting cadence. Progress — and shortfalls — are discussed in board meetings alongside financial performance.

We publicly report against our targets in our annual D&I report, creating external accountability that complements internal governance. This dual mechanism ensures that our 191+ clients, 500+ employees, and prospective talent can hold us to the standards we set for ourselves.