The ongoing crises of 2020 are affecting women’s careers and, as we enter performance review season, managers have a responsibility to make sure that bias against women — and women of color in particular — doesn’t do further damage. If you want to retain this critical group of talent and avoid lasting consequences for workplace diversity, it will help to rethink how your organization handles performance reviews.

Managers face particularly tough decisions right now. They must figure out how to reward those employees who are “stepping up” during these crises without inadvertently penalizing those who have needed to “lean out.” Compassion for workers, while very important, is not enough; companies must arm managers with the tools they need to fairly and effectively adjust performance expectations within their teams.

Figuring out how to evaluate and reward employees fairly is hard even in the best of times. In this crisis, managers are facing a trifecta of conditions that make the task even harder because they’re likely to give rise to increased bias.

First, in any crisis, managers are less likely to access their “slow thinking” brains and more likely to make snap judgements, which are often influenced by stereotypes and are therefore flawed.

Second, ambiguity in how assessments are made can lead to more bias. Today, ambiguity abounds, from predicting the business impact of Covid-19 to retooling our ability to read performance in a remote workplace to deciphering the increasingly blurry line between work and life. As one manager put it, they need to “balance the need for flexibility that’s specific and supportive to the individual’s needs with the need to also somehow be equitable to others.”

Lastly, the ideal worker norm, or the often implicit preference for workers who are typically able to leave home concerns at home and focus solely on work while on the job, can lead to bias, even in situations where workplace structures are being reexamined. This can be additionally burdensome to working mothers, who face inaccurate assumptions that their need for flexibility conflicts with their commitment to work. Compare that with fathers, who typically face less scrutiny over parenting needs as a result of a historical belief that they’re ideal employees who put work first. Thus, managers may inadvertently make more allowances for men who are homeschooling or caring for family members than for mothers doing the same.

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Just as no individual can fully thrive in isolation, it takes all of us — businesses and non-profits working together — to strengthen our communities and make them more inclusive. As a Black woman and experienced business leader, I believe no organization can truly succeed unless it’s committed to diversity, equity and inclusion.

Working in the financial services industry has taught me the importance of financial security at all stages of life, and how it can ease the stress of uncertain times. I’m fortunate to work for a company that has made expanded economic empowerment and access to affordable financial security and protection key parts of its diversity, equity and inclusion (DE&I) strategy. I’m grateful that my Central Indiana-based employer, with a heritage of more than 140 years, treasures its community connections and is committed to working with nonprofit organizations to improve lives.

2020 has shown us that when it comes to making our workplaces and communities more diverse, equitable, and inclusive, we must cooperate with others to make concrete advancements together.

Here are three key actions I believe can propel collaborations between businesses and nonprofit organizations that want to make real, lasting progress:

With all that this region, and the nation, faced in 2020, we have an extraordinary opportunity to make significant advancements in our organizations and communities.

At OneAmerica, we’ve been listening and participating at the local and national levels, and with our own workforce. In the midst of the nation’s renewed focus on racial injustice, the OneAmerica executive leadership team conducted small-group listening sessions to better understand the experiences of our associates. By year-end, every OneAmerica leader and associate had an opportunity to participate in one or more listening sessions.

Our CEO also spent hours, in partnership with other business and community leaders, gaining inputs from local residents and organizations who shared their thoughts and stories about racial challenges and barriers.

These many voices, and the experiences behind each voice, have helped to shape our DE&I strategy.

Our next step in listening, already underway, is conducting a comprehensive organizational assessment to understand our areas of opportunity as well as our strengths. What we learn will inform our DE&I efforts in 2021 and beyond.

Tell stories with data webinar on March 4 from 10 a.m.-noon. After gaining insights from data, persuasively communicate what you have learned. This module reviews the skills needed to put an analysis in the context of a compelling narrative and build arguments logically and convincingly. Presented by SAVI. Cost: Free. Register

Addressing barriers to facilities, services, and events webinar on March 16 at 12:30 p.m. Address the barriers to your facilities and events for people with disabilities. This session will help your organization conduct a barrier assessment, determine the policies that need to be established, and the steps to training employees on the policies. Presented by Tangram. Cost: Free. Register Angela Vandersteen or (317) 968-9035.

Volunteer recruitment, retention & more video on March 18 at 8 a.m. Learn best practices and proven methods to recruit and retain volunteers. This session introduces the tools needed to guide the development of a strong and lasting volunteer workforce. Presented by Wendy Johnson, MPA, CVA. Cost: Free. Register

Strategic planning for nonprofits video on March 20 at 7 p.m. Learn when and how to create an effective plan to guide your organization. Presented by Elizabeth Coit (Liz), MBA, CFRM. Cost: Free. Register

How to search in Foundation Directory Online Essential video on Mar 25 at 7 p.m. Learn how to conduct a basic search in FDO Essential to find potential funders for your nonprofit organization. Cost: Free. Presented by Leah Kim, MLS. Register

Girls Rock! Indianapolis is looking for a volunteer to help with website maintenance. The individual would support the organization’s marketing committee in managing WordPress websites. The preferred candidate should have experience in Google Analytics, and have the ability to attend a monthly meeting and use Slack in between meetings. Contact Marissa Smith-Kenny or (765) 748-1777.

Central Indiana Association of Volunteer Administration (CIAVA) is hosting a board recruitment virtual happy hour on April 1 from 4-5 p.m. Learn more about shaping the future of volunteerism and supporting fellow volunteer managers across Central Indiana. Register

Volunteers are needed to support Keep Indianapolis Beautiful’s tree planting on Tremont and Pershing Avenues in the Haughville neighborhood on March 20 at 9 a.m. Volunteers will learn how to plant a tree — the right way. They will then join in efforts to plant 100 beautiful native trees in the area. Volunteers will be required to wear a mask, and are encouraged to bring along household member to help. A 3-hour commitment is requested. Contact Esmé Barniskis or (317) 960-4347.

VonLehman CPA & Advisors Nonprofit organizations and the new/updated employee retention credit

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