How can you promote diversity and inclusion in your PM program?

Creating a workplace that is inclusive and equitable requires a proactive and ongoing approach. As a business leader, it is important to prioritize diversity and inclusion in your performance management (PM) program. Here are five strategies that can help you achieve this: 1. Collect and analyze data: Start by collecting data related to diversity and inclusion in your PM program. This data can include information on the demographics of your workforce, employee feedback on their experiences with PM, and performance ratings by demographic group. Analyze this data to identify areas for improvement and track progress over time. This will help you make informed decisions about where to focus your efforts.

Make sure you have a DEI calendar with Unconscious Bias mandatory training for employees. Talk about it. When launching the formal performance cycle, provide learning and training opportunities bringing awareness to the most common bias of performance appraisals. Partner with the Total Rewards team to double-check possible bias when managers are making compensation decisions. Make sure your calibration process is unbiased and train the facilitators to have objective discussions about performance.

2. Regularly audit your PM program: It is important to periodically audit your PM program for potential bias or discriminatory practices. This can include reviewing performance ratings, promotion rates, and compensation by demographic group. Make necessary adjustments to ensure fairness and inclusivity. This could involve providing training to managers on unconscious bias or adjusting evaluation criteria to reduce bias. 3. Ensure legal compliance: Complying with employment laws and regulations related to diversity and inclusion is critical to preventing discrimination. Make sure your PM program is compliant with all relevant laws and regulations, including equal employment opportunity laws and affirmative action requirements.

4. Encourage senior leadership commitment: Senior leaders play a critical role in setting the tone for the organization. Encourage them to be champions of diversity and inclusion and hold them accountable for progress. This can include providing training to senior leaders on diversity and inclusion, setting diversity goals for the organization, and publicly recognizing leaders who prioritize diversity and inclusion.

5. Continuously improve: Diversity and inclusion efforts are ongoing and require continuous improvement. Seek feedback from employees on their experiences with PM and use this feedback to make improvements. This could involve creating employee resource groups, providing unconscious bias training to all employees, or adjusting performance evaluation criteria to better align with your organization's values.

By integrating these strategies into your PM program, you can help create an inclusive and equitable workplace where employees from diverse backgrounds feel valued and have equal opportunities for growth and success. Let's work together to make diversity and inclusion a priority in our organizations!