|Communicate inclusively||Be open|
Use inclusive language
|To be open, share all appropriate information; recognize and accept differences, change, and new ways of doing things; and respond honestly.|
To use inclusive language, call people by their preferred names, avoid stereotypes, and avoid using metaphors that may exclude someone.
|Consider individual needs||Implement policies without favoritism|
Learn about and support employees' professional aspirations
|To implement policies without favoritism, be fair and recognize people's individual differences.|
Take an interest in employees' careers, and create opportunities for talented team members to interact with company leaders.
|Delegate fairly||Don't always delegate to the same people|
Identify tasks to develop employees' skills
|To develop all team members – and not just the ones you know will do good work because you've delegated to them before – you need to identify projects, tasks, and responsibilities that can build their skills. Then be specific about what you expect and what the end result should be.|
|Evaluate objectively||Check your assumptions about employees|
Give employees clear job descriptions and goals
|Monitor, observe, assess, and evaluate each employee's performance on a regular basis. Don't base judgments about an employee's work on stereotypes about age, gender, or ethnicity. Provide job descriptions that include the criteria for measurement used in performance evaluations.|