Does Everyone Have the Same Opportunity to Perform?

An important question that often goes unasked. Unfortunately, for both structural and cultural reasons, the answer is often no. So what are the most common reasons why?

Uneven Playing Fields and Inconsistent Targets 

Comparing colleagues’ performance is problematic when objectives are unclear or stretch targets are not equally distributed. Without agreed performance measures, assessments can be subjective and unfair; one person’s “high performance” may become another’s “average,” simply because the expectations were never aligned. This lack of consistency undermines trust and transparency in teams. 

The Subtle Influence of Bias 

Bias can quietly shape perceptions of performance. A manager might feel that productivity has dipped without any factual data to support that feeling. These assumptions, when unchecked, can then influence promotion decisions, development opportunities, or even who gets assigned to key projects.  

Feedback, Culture, and Neurodiversity 

A healthy feedback culture is essential for optimal performance, yet it is quite common for colleagues to avoid honest conversations in favour of “niceness.” While this is well-intentioned, it can result in talent going months or even years without knowing what they could improve. The challenge is even greater for neurodivergent colleagues. In neurotypical-biased environments, such as you find in many traditional workplaces, they may not be provided the adjustments or communication styles they need to thrive, further limiting their opportunity to perform at their best. 

How the Clear Company Supports Inclusive High Performance 

At the Clear Company, the tailored approach we provide our clients ensures that everyone has the opportunity to perform at their best by: 

• Creating an optimal performing culture where constructive feedback is welcomed and part of everyday culture. 

• Promoting evidence-based decision-making by encouraging leaders to use data, not assumptions, when assessing performance. 

• Designing for neurodiversity, ensuring that all cognitive styles are supported through inclusive practices and adjustments. 

• Delivering inclusive management training that equips leaders to recognise and remove barriers to performance and set clear, aligned goals so performance expectations are transparent and fair. 

To speak to our experts about these areas or any other of your inclusive culture queries, contact us today.