Your company has a diversity policy in place, but how do you know that your people are actually behaving in line with best practice?

The most effective way is by using the Appraisal360 Diversity tool to monitor real life behaviour. We specialise in providing online 360 degree feedback tools to support companies with the development of their staff.

Appraisal360 Diversity uses a structured competency based questionnaire focussed around diversity best practice. Firstly, the user fills in the questionnaire with their self -perceptions. Then six people who know that person, boss, colleagues etc, are asked to fill in the same questionnaire with their perceptions of that person. The system compiles an easy to understand report which highlights strengths and weaknesses and areas where the user's self perception differs from other people's perception of them. It also comes with a set of learning materials to help turn the report into action. A matching support and mentoring service is also available. By using this tool you can see how well your staff are doing in actually putting your diversity policy into practice.

If you use competencies in the development and assessment of your staff then Appraisal360 provides you with a ready to roll Diversity competency framework to dovetail into what you already have. If not then you can still use Appraisal360 as a stand alone system which will help you develop best practice equality and diversity behaviour in your business and will help support your C2E (Committed to Equality) accreditation if that's what you require.

By monitoring diversity behaviour, companies using the Appraisal360 tool will be better equipped to prove their measurable commitment to and delivery of diversity best practice within their organisations and throughout their supplier chain. Therefore Appraisal360 has the potential to equip companies to better participate in tendering for public and commercial opportunities.

Hints and Tips
Here are some hints and tips from us to get you started in putting diversity into your appraisal system straight away.

• Firstly devise and publish corporate objectives around diversity
• Secondly make sure that as with all other objectives that your people understand how what they do contributes to those diversity objectives
• Thirdly encourage everyone to have one or more objectives around diversity and then measure them on them in the appraisal process

In terms of competencies, a good beginning would be to add some or all of the following into your existing Competency Framework:-

Diversity at work

• Helps people to feel valued no matter their culture, ability or circumstances
• Encourages people in minorities to feel comfortable with their own culture and beliefs without suffering prejudice or hostility
• Treats people as individuals
• Creates an environment in which all employees can realise their full potential no matter what their background, ability etc
• Openly values the benefits that different people bring to the organisation
• Is sensitive to the stress encountered by people who are in a minority
• Understands and acts on what motivates different people as individuals

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Appreciating others needs
the ability to understand what makes people different and help them feel valued

• Demonstrates empathy and sees things from other people's perspective
  Helps others to understand the implications of their values, attitudes, ideas and feelings
  Respects and relates well to others from varying backgrounds
  Is interested in and gets to know their staff
  When leading teams, takes care that all people feel part of the team
  Knows that treating people fairly may mean treating them differently according to their ability and background
  Spends time with individuals and makes sure they feel valued
  Senses others emotions and responds accordingly taking background and culture into account

Developing self and others
the ability to make sure that both self and others achieve their maximum potential

Is open to learning about new values, attitudes and feelings
Is willing to change their patterns of behaviour in the interests of the organisation and the people who are affected by it
Keeps on top of changes in own and others views and opinions
Gives feedback to help people understand others point of view
Freely offers help and assistance to others when appropriate
Believes that the way people feel is as important as completing the task
Takes active steps to ensure that all staff are given the right opportunities to learn and develop
Overcomes obstacles to help people develop no matter what their background and ability

Diversity Champion
making a stand and taking the lead on matters of diversity in the organisation

Shows a strong commitment to making diversity a success in the organisation
Plays a lead role - does not abrogate responsibility for diversity to HR/other function
Is instrumental in developing a diversity strategy
Ensures that a policy of including people and their differences is an integral part of the success of the organisation
Practices what they preach with respect to diversity within the organisation
Actively promotes the organisation as an example of best practice in diversity behaviour to people outside
Promotes the fact that a diverse workforce and customer base is good for business for both commercial and ethical reasons
Regards working with people from different backgrounds as an opportunity for mutual learning for self and others
Pushes the boundaries of diversity policy in order to benefit the business

Motivation
the ability to motivate people of differing culture, values and needs

Encourages people in minorities to express their own culture/beliefs without suffering prejudice or hostility
Treats people as individuals
Creates an environment in which all employees can realise their full potential no matter what their background ability etc.
Openly values the benefits that different people bring to the organisation
Is sensitive to the stress encountered by people who are in a minority
Shows empathy, puts self in others shoes
Understands and acts on what motivates people as individuals
Develops an environment in which others can express themselves and speak up without fear of negative consequences

Communication
the ability to communicate sensitively and effectively when dealing with a diverse population

Is able to appreciate and communicate respect for other people's ways, backgrounds, values and beliefs
Examines own communication style when working with people of different backgrounds and changes as necessary
Surfaces tensions, deals with conflict and produces a positive outcome for all parties
Understands the social, psychological or cultural forces that shape other's views
Challenges bias and intolerance
Sensitively communicates own feelings to others
Makes sure that there are clear communication channels where all employees can feel safe to give input and feedback
Acts as spokesperson for others

Intercultural Understanding
being aware that different cultures have different styles and values and of the difficulties that may occur if these are not taken into account

Understands how to avoid misunderstandings that may arise from the cultural differences in spoken and non-verbal communication.
Shows an awareness of how people's background or beliefs can cause power imbalance in working relationships and works to redress the balance.
Recognises that people have their own individual communication style no matter their cultural or ethnic background
Respects differences and learns to understand different cultural styles
Understands that communications problems may be rooted in language and style rather than underlying motive or intent
Shows commitment in communicating effectively when faced with difficult people and situations
Is careful to avoid causing offence to people by using jokes, words, or coments that are based on religion, race, gender, age or similar.
Expresses themselves in a way that encourages trust and alliance between people with different backgrounds and beliefs.

What does this person do well that you would like them to do more often?

What would you like this person to do differently?