emmer_moans
VIP Member
Had a team meeting this week, we were informed that in our upcoming performance review there’s an EDI element, e.g. we have to demonstrate what we have done as part of our role to be more inclusive, and what we intend to do going forward. Examples were: 1 - making more effort to accommodate accessiblity, i.e. when writing emails use concise language, legible fonts and colours (absolutely fine, I’ll choose something on those lines), but then the next example was using gender neutral language in emails, ‘they’ rather than he/she
So my performance review is apparently read by senior leadership teams (I never knew that, I thought it was just between my line manager, me, and HR). This means I have to put some waffle in my personal performance review about what i do to be more inclusive. How about fuck off. I do my job efficiently, productively, competently, am approachable, always the go-to “how do we do this?” person when new people have queries etc, yet now my performance review and possible reward etc is partially dependant on whether I write satisfactory waffle about Beingkind?
Just let me come in to do the job I am paid to do. I’m not going to bend over backwards to write ‘they’ instead of he/she. Just no.
So my performance review is apparently read by senior leadership teams (I never knew that, I thought it was just between my line manager, me, and HR). This means I have to put some waffle in my personal performance review about what i do to be more inclusive. How about fuck off. I do my job efficiently, productively, competently, am approachable, always the go-to “how do we do this?” person when new people have queries etc, yet now my performance review and possible reward etc is partially dependant on whether I write satisfactory waffle about Beingkind?