During a recent webcast for SHRM, titled “Radically Rethinking Performance Reviews,” I shared the concept of the “star profile,” a short, succinct description of the actual behaviors or actions that spell success in a given position. I also have written about the star profile concept several times.
In the webcast, several attendees posted questions about how a star profile would impact an employer’s diversity, equity and inclusion (DE&I) practices. Concern was expressed that the subjectivity of these profiles would potentially run contrary to DE&I initiatives. Attendees suggested that perhaps when supervisors, managers or executives picture what they would truly like to see in positions reporting to them, that picture would feature people of a similar race, gender, age, etc.
