Justice-Centred Organisational Goals: Definition, Explanation & Example
Justice-Centred Organisational Goals are rapidly emerging as a crucial pillar in Diversity, Equity, and Inclusion (DEI) strategies. These goals go beyond mere compliance or representation; they prioritise equity and systemic change by focusing on dismantling structural inequalities within organisational systems.
Definition:
Justice-Centred Organisational Goals are strategic objectives adopted by institutions to actively address and transform inequitable power dynamics, policies, and practices within their structures. Rooted in the principles of social justice, these goals focus not only on increasing diversity or promoting inclusion, but on redressing historical injustices and creating systems that sustain equity over time.
In simple terms, justice-centred goals aim to center the needs, voices, and rights of marginalised communities in all aspects of decision-making and organisational development.
Why Justice-Centred Organisational Goals Matter?
Many organisations have implemented diversity or inclusion goals without tackling the structural barriers that perpetuate inequality. This results in performative allyship—where organisations appear inclusive on the surface but fail to drive real change. Justice-Centred Organisational Goals move beyond this by making equity and systemic justice the foundation of organisational transformation.
By aligning mission, strategy, and culture with justice-focused principles, organisations are better equipped to:
- Attract and retain diverse talent.
- Foster a genuinely inclusive environment.
- Build trust with stakeholders and communities.
- Drive long-term, sustainable social impact.
Example:
A public university identified long-standing racial disparities in its faculty hiring processes. To develop Justice-Centred Organisational Goals, the institution:
- Conducted a racial equity audit of its hiring policies and faculty demographics.
- Partnered with community leaders and underrepresented faculty to co-create new hiring criteria.
- Set a measurable goal: increase tenure-track hires of Black, Indigenous, and People of Colour (BIPOC) faculty by 25% over five years.
- Established a justice-focused oversight committee to track progress and recommend policy changes.
- Allocated funding for professional development in anti-racism for all hiring managers.
This approach was not just about increasing diversity—it was about transforming the systems that created exclusion in the first place.
Conclusion:
Justice-Centred Organisational Goals are a transformative step for institutions committed to true equity and inclusion. By shifting the focus from symbolic gestures to substantive, justice-driven change, these goals help dismantle systemic barriers and foster a culture where all individuals—especially those historically marginalised can thrive.
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