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“We need a lady and a black guy in this promote list or the no. Will come for us. Hey, John! What was that little oriental gals name who made that excel book last year. Yeah. Her. Then this, uh, Mohamed kid who built a solution for the client on his own. Yeah. Tell Chad the second he’s going to get a great bonus but promo wasn’t in the cards this year! Hate to do it to him! <scene>
Yeah. It’s about time the Chads of the world got their due. Never gotten a fair shake.
My own experience is that the first pass through the team was done on an individual level and assessments were doled out. Then we went back and compared our distribution with the distribution that HR had provided. Then we looked at diversity - do the results demonstrate bias, and if so, we look at those ratings to evaluate whether we would revise any of the ratings
Thanks. This was very informative. Helped me dispel the rumors.
We don’t manage to a number, but if at the end of the calibrations it seems like a disproportionate number of POCs are getting low ratings, this could be a bias signal, so we revisit the cases.
But nobody’s trying to fit a number, if that’s what you’re getting at. We’re focused on a fair process, which, in retrospect, needed improvement if we’re being honest. But if there are legitimate performance issues with a number of POCs, we’re not going to give them a better rating for the sake of optics.
Thanks!
At my firm we have cohorts. We run the process overall and then we look at our cohorts to see if the percentage expectations are consistent with the percentage expectations for the general population. If it is not, we make adjustments. We leave room in our process for these adjustments.
Is the reasoning that if overall POC performance is below that of others, then that’s evidence of bias already? Or does it go deeper than that?