Equitable Performance Management - DE&I and Performance Management Exchanges
Perception of bias in performance management is itself a drag on performance, well-being, and employees’ feelings of belonging. But high-performance organizations are 4X more likely to conduct bias auditing on their performance management process, which is key to ensuring that all employees have the same opportunities at compensation, career advancement, and other forms of recognition.
Join us on May 8 when the Diversity, Equity, & Inclusion Exchange and the Performance Management Exchange come together to explore how these two functions collaborate to achieve shared goals of creating equitable performance management processes, including bias auditing, giving effective and fair feedback, leader accountability, and career mobility and access.
In this meeting, members are invited to share examples on how they aim to eliminate unconscious bias, promote transparency, and establish clear criteria for performance assessments.
Takeaways:
- Examples of effective methods to identify and mitigate unconscious biases in performance management
- Considerations in designing feedback mechanisms that promote inclusivity and consider diverse perspectives
- Ways to identify the root causes of inequity in your performance management system
- Examples of effective partnerships between DEI & Performance Management teams with shared goals
Looking for inspiration before our meeting? Check out these i4cp resources:
- Bias Audit Checklist for Performance Management
- Eliminating Bias in Performance Management
- 50 Ways to Fight Gender Bias at Work
log in
