Inclusive Leadership

SLAC mitigates bias throughout the staffing process. This includes extended outreach to different communities. SLAC has responsibility, accountability, and authority for scientific leadership and management of SLAC’s strategic vision and mission.

We changed annual performance reviews to performance guidance discussions that occur throughout the year to reflect how people really work and develop their potential. We also incorporate bias mitigation prompts in trainings and our performance tool.

To plan our workforce needs, we annually review talent at the lab and give specific attention to the representation of women and underrepresented minorities. We balance our program nominations and base considerations on merit and potential for growth, checking against common bias patterns to ensure equal review.

Regardless of gender or ethnic background, SLAC compensates for the position and work being done. We also conduct annual salary audits to identify and rectify any possible discrepancies for all positions across the lab.

Here we share resources that have made a difference at SLAC. Utilizing these evidence based tools enabled to make progress in building a more diverse and inclusive organization. We hope they may help your organization as well.

The SMT Learning Journey is a discussion and training series curated specifically for senior leaders, providing a series of workshops that address psychological safety, micro-aggressions, discrimination, harassment, and other barriers to inclusion for historically marginalized groups.