18 November, 2014 | (01 hr)
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A traditional annual performance appraisal is an opportunity for companies and organizations to increase the strength and diversity of their talent pipelines. However, our unintended, unconscious biases often hijack our mind and permit us to make decisions that project our experiences and values onto others. When this sort of thinking is prevalent in talent management processes, it can quickly reduce representational diversity. In this session, we will explore four biases prevalent in the performance review process and how to mitigate them. By understanding the mechanisms of bias and its manifestation in the personalities, power dynamics, and decisions of the daily workplace, ensure a robust and diverse talent pipeline.
Leslie Traub is a respected national leader in the field of diversity, inclusion, and change management. With more than 25 years of experience, Leslie creates sustainable systems of change that yield greater performance, profit, and possibility. She specializes in customizing and facilitating tra...Full Bio
James O’Hern is Executive Director of Member Engagement for the Human Capital Practice at The Conference Board. In this role he coordinates Human Capital Conferences, and Senior Management Councils, as well as interfaces closely on research topic selection and dissemination.