University of California Develops Job Performance Review to Measure Anti-Racism
“how much an employee resists or embraces each of the 10 listed anti-racist principles or practices”
It almost seems like the left is determined to prove that not everyone is being anti-racist enough as a measure of devotion to their preferred political views.
The College Fix reports:
University of California develops ‘anti-racism’ job performance review
The University of California system has developed a job performance review that supervisors can use to foster “anti-racism learning and reflection” among employees.
The review provides 10 anti-racist principles and practices with a 1 to 5 scale that people can toggle from that ranges from “resists” on one end to “champions” on the other.
The review seeks to establish “guiding anti-racism principles and practices that can be applied uniformly across the UC system by leaders, supervisors and managers to better communicate and carry out anti-racist core values and cultivate a climate of belonging for Black, Indigenous, and People of Color (BIPOC) staff members,” the system’s website states.
According to a version of the tool available through the UC Berkeley website, the review is meant for all employees, offering “faculty,” “staff” and “other” as available options.
A reviewee or supervisor is asked how much an employee resists or embraces each of the 10 listed anti-racist principles or practices, which are:
Actively embraces and engages in personal professional development to lead BIPOC supervisees.
Promotes inclusion of racially diverse voices in working groups
Cultivates psychological safety for BIPOC staff on their team
Builds understanding of racial microaggressions and takes steps to eliminate them from the workplace.
Recognizes BIPOC staff contributions.
Develops BIPOC staff in ways that acknowledge their unique context.
Incorporates understanding of racism, discrimination and allyship into leadership, attending to our multicultural, global staff’s learning needs.
Ensures anti-racist workload is equitably distributed.
Embraces best practices in hiring and onboarding BIPOC staff
Promotes wellness and self-care among BIPOC staff and managers
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to the full extent allowed by law.
BIPOC are the nobility, whites are their peasant servants.
Only because we have allowed ourselves to be put in that position. We became the marionettes for the likes of Jackson, Sharpton, the La Raza groups, and other trouble-makes. We did not put those people in their place when we had the chance.
They are attempting to make BIPOC the new master race. We need to point this out and push back every time we have an opportunity.
You shall spend at least 20 minutes of every day meditating mindfully on the wonderfulness, indispensability, and glory of black and indigenous people, and acknowledging your guilt for every setback they have ever experienced.
Oh, yeah? Make me.