We all carry biases. We cannot reduce biases if we do not first acknowledge that they exist. In this article, we discuss the danger of personal and systemic biases in relation to performance management practices, as well as how we as HR professionals may identify biases we may not currently be aware of, personally and organizationally.  By explicitly defining diversity, equity, and inclusion in the workplace, we may begin to understand how to locate potential biases and implement simple, focused steps toward reducing them.

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