Implementare la valutazione di genere nel post covid-19: il ruolo del Diversity Manager e altri possibili spunti di riflessione

In the past twenty years, Italian Public Administrations have adopted a merit system based on what is called “performances cycle”, from which de pend performance remuneration and career progressions. Unfortunately, these evaluations are generally conducted by managers with a gender-neutral approach that does not take into consideration specific gender-based factors, like unpaid care workload of children, disabled and elder relatives due to gender stereotypes, nor sex-based factors, such as pregnancy and birth. Therefore, the purposes of this contribution are to highlight how, despite It aly has a whole legislation promoting gender equality at all levels, the per formance system adopted has been contributing to foster gender inequalities, and to hypothesize the potential role of diversity managers to counteract this mechanism that keeps causing gender disparities in terms of economic and career gaps.