Performance evaluation requirements for affirmative action and diversity
Some examples of the kinds of performance measures that can be used to evaluate a manager’s performance in the area of diversity development are listed below.
Manager seeks out and attends diversity development training.
Manager is effective at recruiting, hiring, promoting and maintaining a diverse workforce.
Better hire that black gay guy who is in a wheel chair.
Manager integrates diversity development into performance planning and evaluation. The manager holds staff accountable for participating in activities that support these efforts. The manager holds staff accountable for behaviors that are exclusionary and offensive.
NOTE: This is the crux of the matter right here. "Behavior that is offensive." I find two guys kissing offensive, you may find the Bible offensive. It's subjective. But in reality it's not, we all know what "offensive" means in this context. The Politburo have drilled it into our heads.
Manager creates and maintains a work environment that is respectful and accepting of diversity. The manager sets clear expectations for expected behaviors and clear methods for reporting inappropriate behaviors.
This really is Soviet style stuff here. Heaven forbid the guy in the cubicle next to you hears you tell someone that you are opposed to illegal immigration (WARNING: offensive) you will be reported to the authorities and given re-education.
Manager assures culturally competent client services.
We habla your language and no habla to ICE.
So you want to get promoted working for the state? Toe the line, parrot back the appopriate phrases, excuse behavior that is disgusting or criminal and insist that things that are holy are forbidden.