Action 6.2A Ensure the promotion process is objective and free from discrimination.

Guidance

Creating an objective and non-discriminatory promotion process is essential for fostering a fair and inclusive workplace. By clearly detailing criteria, implementing reasonable accommodations, and providing flexible pathways for development, your organisation can ensure that all employees have equal opportunities for career advancement.

“Our cohort are so happy to get into a job, they often don’t self-promote or seek promotion.”

WIDE Consultation Participant – Disability Organisation

Much of the guidance in this Area of Effort mirror those in the Inclusive Recruitment domain, but disabled participants in the WIDE development process repeatedly flagged that even companies with a comprehensive approach to inclusion in recruitment often didn’t repeat those practices when it came to promotion and career progression.

“Bias is everywhere and there are still many negative presumptions about what disabled people can do. Sometimes this deficit thinking can lead to low expectations and patronising behaviour.”

WIDE Consultation Participant – Disability Organisation

Steps to Ensure an Inclusive and Objective Promotion Process:

1. Detail Objective Criteria for Promotion: Clearly outline the criteria for promotion in an accessible manner. These criteria should be task/achievement-focused and based on measurable performance indicators rather than describing a desired individual or their personality (see Actions 4.1B and 4.2A), allowing for a more objective assessment. Ensure that the criteria are transparent and communicated to all relevant employees. Use multiple formats to communicate them (written, verbal, visual) to ensure that everyone understands the requirements.
2. Clearly Outline a Flexible and Accessible Process: As well as establishing clear criteria for promotional opportunities, be clear about the stages involved in the process up front. This provides clarity for all employees, reduces anxiety about the process and allows for preparation. Build as much flexibility into the process in terms of how candidates demonstrate their ability and suitability for promotion in line with Action 4.2C. Ensure that whatever methods you use to gather applications for promotion are accessible to all employees in line with Action 4.1C.
3. Offer Reasonable Accommodations Throughout the Process: Ensure that reasonable accommodations are available throughout the promotional process. Don’t assume that because an employee has not previously accessed supports that they will not need them to navigate the process. This includes providing assistive technologies, flexible interview methods, and accessible application procedures. Accommodations should be tailored to individual needs to ensure that all employees can participate fully in the process.
4. Transparent Communication: Maintain transparent communication throughout the promotion process. Ensure that employees are informed about the criteria, the steps involved, and the timeline for decisions in line with Action 4.2D. Provide regular updates and opportunities for employees to ask questions and seek clarification, and ensure unsuccessful employees receive constructive feedback from the panel.
5. Training for Assessment Panels: Just as it’s important to ensure hiring managers for new recruits have training in unconscious bias, preventing discrimination and ensuring inclusive communication practices, the same applies to panels overseeing the assessment of candidates for promotion (see Action 3.2B).

“After getting a work placement through the WAM programme I got a permanent position. I got promoted. They accommodated me and enabled me to work at the things that I could do (best)”.

WIDE Consultation Participant – Disabled Person

By ensuring that the promotion process is objective and free from discrimination, your organisation demonstrates a commitment to fairness and inclusivity. This approach enhances employee engagement and satisfaction, promoting a positive and supportive workplace culture.

“Disability shouldn’t matter if you are an inclusive employer”.

WIDE Consultation Participant – Employer