Featured by Forbes: Bias Thrives In Ambiguity—OKRs Can Change That

Featured on Forbes.com: Sara Lobkovich on the intersection of DEI and OKRs, making the case for meaningful measures of progress and success in diversity, equity, and inclusion efforts (and highlighting the power of well-implemented Objectives and Key Results to improve equity, reduce bias, and level the playing field in the workplace.

By Aparna Rae, Contributor.

“In most organizations, the road to “equity” is paved with good intentions—but littered with unclear goals, vague expectations, and shifting accountability. These conditions don’t just lead to missed deliverables; they fuel invisible bias, gaslighting, and burnout—especially for historically marginalized employees who are already navigating structural inequity at work.

OKR (objectives and key results) expert Sara Lobkovich, offers a powerful thesis: if we want to care for underserved employees and drive real progress at a time when our civil rights and free speech are under attack, we need to stop using vibes and start using data. This way of working can shift power into the hands of neurodivergent professionals, women of color, introverts, and folks who don’t conform to dominant norms.”