Many managers in the nonprofit sector do not conduct formal evaluations of their staff or do not conduct thorough, full evaluations. An effective evaluation process, however, can uncover a lot about how an individual behaves toward others, especially toward people from diverse backgrounds.
If disrespectful behavior is identified early, then there is a possibility it can be rectified.
Unfortunately, disrespectful behaviors are often identified only after becoming a major problem and result in either the termination of the offending person and/or the resignation of the offended person.
Either way, there's a significant cost to the organization.
Core Competency of Contributing to an Inclusive Workplace
Depending on your performance review process, you might find it useful to specify that you expect staff to contribute to creating an inclusive workplace and that they will be evaluated, in part, on their ability to do so. If you decide to implement this tactic, be sure to clarify what is meant by "contributing to an inclusive workplace." Some possibilities include:
- Active participation as a member of the Inclusiveness Committee.
- Active participation in inclusiveness training (see Consultants/Training).
- Welcoming and respectful of clients of all backgrounds.
- Implementation of a particular strategy or strategies within the inclusiveness blueprint.