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PERFORMANCE MANAGEMENT- Reducing Bias and Advancing Inclusion (WORK)

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Richards Blvd - Room 221

300 Richards Blvd

Sacramento, CA 95811

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*** FOR CITY OF SACRAMENTO EMPLOYEES ONLY ***

Intended Participants:

  • Managers whom have hiring authority or are actively supervising staff
  • Supervisors whom have hiring authority or are actively supervising staff


A traditional annual performance appraisal is the funnel through which employee talent is rewarded or penalized. Through this process, organizations have the opportunity to increase the strength and diversity of their talent pipelines and ensure success by promoting the strongest employees. This is an equally important process for employees, as it also is a time when their value to the organization is validated and when the futures of their careers are determined. With all of this understood, the fact remains that research in neuroscience has shown the powerful impact unconscious thinking processes can make upon our decisions. Our unintended, unconscious biases can create situations that permit us to make decisions that project our experiences and values onto others. When this sort of thinking is prevalent in performance management processes, it can quickly reduce representational diversity, perceptions of unfairness, and limit opportunity and growth.

This presentation highlights the common domains of bias in performance management: Drawing upon case studies, we will explore how each bias manifests daily in the workplace, how each bias affects performance management, and how we can mitigate these biases. By addressing and managing biases, managers can provide equal growth opportunities for persons of all groups and ensure a robust team of employees necessary for success.


Learning Outcomes:

  • Understand how Performance Management relates to Inclusion
  • Learn the common performance management rater biases
  • Understand how unconscious bias can negatively influence performance reviews
  • Learn 5 dimensions, definitions, and assessment questions to enhance performance review practices
  • Learn feedback model: BEST
  • Apply Your Knowledge: CASE STUDY


Presented by The Office of Diversity & Equity

Look for an email soon with more information regarding The Equity & Inclusion Leadership Series Pilot, a new series of courses and workshop experiences aligned with the commitment to lead efforts to build a more representative, equitable, and inclusive City of Sacramento.




FULL DIVERISTY & EQUITY PROGRAM INFORMATION - presented by The Office of Diversity & Equity

The Equity & Inclusion Leadership Series Pilot (EILSP)- AWAKE to WOKE to WORK[1] is a pilot initiative to develop, build, and sustain a shared Equity and Inclusion based work culture for the City of Sacramento during the calendar year of 2019, with the following objectives:

  • Provide a capacity building curriculum for all staff on diversity, equity, and inclusion;
  • Support and further Citywide diversity and equity priorities;
  • Increase representation and sense of belonging for all staff;
  • A stronger culture of equity and inclusion;
  • Application of a best practices, strategies, and resources to how decisions and operations are conducted day-to-day; and
  • Generate feedback for continuous improvement for future modules.

The EILSP are capacity building modules formatted as trainings, forums, workshops, and dialogue experiences designed to build upon each other in furthering systemic and institutional changes that advance diversity, equity, and inclusion. Success in establishing Race and Gender Equity requires our workforce to become more committed, more knowledgeable, and more skilled in analyzing and addressing exclusion, race, racism, and race and gender inequity, and in placing these issues at the forefront of our organizational and operational strategy. Because the city is comprised of different people, systems, departments, and histories, this training curriculum is an iterative and developmental approach to create shared dialogue, reflection, and application of best practices with varying levels of understanding and organizational readiness.

The following three phases are designed to mutually reinforce each other:

At the **AWAKE** phase, modules are focused on people of a variety of differences and similarities/dimensions based on the Global Diversity Inclusion Benchmark (GDIB) Diversity definition which includes but is not limited to the following: age, culture, ethnicity, gender, abilities, role/position, communication style, etc., and on building a workforce representative of the City of Sacramento.

The primary goals for participants are:

  • to develop a deep understanding of diversity
  • decision making capacity that honors, leverages, and fosters diversity of the city workforce to better serve the City of Sacrament

At the **WOKE** phase, modules are focused on culture and on creating an environment where everyone is comfortable sharing their experiences, and everyone is equipped to discuss, dialogue, and take action on racism, inequity, xenophobia, and exclusion to create positive outcomes that bring about positive outcomes and workplace environment.

The primary goals for participants are:

  • explore, ask questions, and reflect on various forms of racism, inequity, and exclusion for their professional development
  • work with their peer colleagues, managers/supervisors, and staff teams to foster diversity and inclusion in changing behaviors, policies, and practices

At the **WORK** phase, modules are focused on change management and systems change to improve race and gender equity. This involves internal systems change, best practices, and regularly communicating and administering a race and gender equity assessment to evaluate processes and operations.

The primary goal for participants are:

  • learn best practices to be applied for internal systems changes
  • obtain framework, toolkits, and practical examples to be immediately considered for implementation into processes and operations



[1] Adapted from Equity in the Center’s research model “Awake to Woke to Work: Building a Race Equity Culture.” The model detail how organizations can move through the Race Equity Cycle by activating specific organizational levers and provides insights, tactics, and practices social sector organizations can and have used to measurably shift organizational culture, operationalize equity, and move from a dominant organizational culture to an Equity Culture. More information: equityinthecenter.org.

*** FOR CITY OF SACRAMENTO EMPLOYEES ONLY ***


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300 Richards Blvd

Sacramento, CA 95811

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