1.Designing Bias-Free Performance Metrics;
*Identifying and Eliminating Bias in Evaluation Criteria
*Implementing Objective Performance Metrics.
2.Continuous Feedback Mechanisms;
*Establishing Regular Feedback Loops.
*Encouraging Open Dialogue between Managers and Employees.
3.Transparency in Evaluation Processes;
*Communicating Clear Performance Expectations.
*Providing Visibility into Evaluation Criteria and Processes.
1.Individual development plans (IDPs);
* Collaboratively setting career goals.
*Tailoring development plands to individual needs and aspirations.
2.Mentorship and sponsoring programs;
*Pairing employees with mentors and sponsors.
*Fosteringsupportive relationships for career advancement.
3.Successionplanning;
*Identifying high-potential employees.
*Creating opportunities for advancement and leadership roles.
1.Mitigating unconsious bias;
*Implicit bias training for decision-makers.
*Implementing checks and balances in promotion processes.
2.Diversity in leadership;
*Setting targets for diverse leadership representations.
*Creating opportunities for underrepresented groups in leadership roles.