ASSESSMENT QUESTION OF THE MONTH:
Does your organization tie leaders’/managers’ performance reviews, pay and bonuses to creating and supporting a respectful workplace?
Research indicates that tying pay to performance is important for the success of a respectful and inclusive workplace initiative.
- Your respectful and inclusive workplace initiative must align with the organization’s goals:
- leaders/managers must be able to see how it will help them achieve their goals.
- Be prepared to train leaders in the knowledge and skills they need to be respectful and inclusive leaders.
- Make sure that the organization can measure the success of any respectful and inclusive initiatives (see Blog #15).
- Introduce the performance measures a few years before the accountability:
- leaders/managers need experience in understanding what they must do to meet the performance goals.
Resources:
- BuildForce Canada. Online Respectful & Inclusive Workplace Toolkit. Release Date: late 2018.
- Canadian Institute of Diversity and Inclusion. Reporting and Bottomline Impacts. Webinar. March 6, 2014.
- Statistics Canada. Immigration and Diversity: Population Projections for Canada and its Regions, 2011 to 2036. See www.statcan.gc.ca/pub/91-551-x/91-551-x2017001-eng.htm. Accessed March 12, 2018.
- Statistics Canada. The Surge of Women in the Workforce. See www.statcan.gc.ca/pub/11-630-x/11-630-x2015009-eng.htm. Accessed March 12, 2018.
- Statistics Canada. Population by sex and age group 2017. See www.statcan.gc.ca/tables-tableaux/sum-som/l01/cst01/demo10a-eng.htm. Accessed April 26, 2018.
This project has been funded by Status of Women Canada.
Respectful and Inclusive Workplaces
