Diversity Objectives And Performance Appraisal
Diversity Objectives And Performance Appraisal
Transparent standards and consistent assessment against standards must be fundamental to a fair performance appraisal system. Diversity objectives should be allocated to all employees in an organisation with line management responsibilities. The Diversity Objectives And Performance Appraisal Toolkit offers guidance on implementing diversity objectives through an existing or new appraisal process. The guidelines ensure that fairness in performance appraisal and the setting of diversity objectives are consistently applied across an organisation. This is done by outlining key objectives, setting best practice standards and communicating competencies and performance level standards.
This toolkit supports action four of the Race At Work Charter: make equity, diversity and inclusion the responsibility of all leaders and managers. In October 2018 Business in the Community (BITC), launched the Race at Work Charter, an initiative designed to improve outcomes for black, Asian and minority ethnic (BAME) employees in the UK. The Charter builds on the work of the 2017 McGregor-Smith Review, Race in the workplace, which found people from BAME backgrounds were underemployed, underpromoted and under-represented at senior levels.
This toolkit supports employers to ensure policies and actions result in a fairer distribution of appraisal markings across all demographic groups in the workplace.
As a minimum standard, all employees with management responsibilities should have diversity-related objectives. However, all individuals in teams could benefit from diversity objectives to increase their own knowledge and understanding of employees from diverse cultural heritages, appreciate differences and take action to promote inclusion within their teams.
