Which approach best supports performance appraisals in a diverse workforce?

• A. Be objective, use standardized criteria, solicit multi-source feedback, avoid bias.
• B. Base ratings on subjective impressions only.
• C. Ignore diversity considerations.
• D. Rely solely on supervisor's memory of performance.

Answer: (A)

Effective performance appraisals in a diverse workforce rely on using objective, standardized criteria and gathering input from multiple sources to minimize bias. Objective, job-related criteria ensure ratings are based on measurable standards that apply to everyone, while standardized rubrics keep expectations consistent across individuals. Adding multi-source feedback—input from peers, subordinates, and supervisors—paints a fuller picture of performance in different contexts and reduces the influence of a single person's perspective. Coupled with deliberate bias-checking and calibration, these practices make evaluations fairer and more defensible.

Relying on subjective impressions alone invites personal bias and inconsistency, ignoring the ranges of behavior and performance across a diverse team. Ignoring diversity considerations can perpetuate unfair treatment and legal risk. Relying solely on a supervisor’s memory is prone to recall errors and omits important, corroborated evidence from others who observe daily work.