” might encourage progress toward successful diversity recruitment, retention, and promotion. To do so, businesses should employ concrete practices to try to keep excluders out of your organization in the first place and to identify and appropriately deal with those who are already there:organizational behaviors .Contacting candidates’ references can often reveal excluders before they make it into your company.
Accurate, up-to-date data can be integrated into 360 performance reviews alongside assessments of other organizationally relevant KPIs and used to identify potential excluders in their annual performance reviews. For example, if a specific leader performs consistently poorly according to evaluations by their direct reports and the behavior continues after a formal warning, they might be moved, demoted, or even removed due to a lack of progress.
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