The Hidden Costs of Bias in Performance Reviews

In today’s workplace, race and gender biases continue to shape the outcomes of performance reviews, as revealed by a recent study from HR tech company Textio. These biases not only affect the language used in feedback but also have far-reaching consequences on employee advancement, engagement, and retention.

The Influence of Bias

Textio’s analysis of 23,000 performance reviews and survey responses from 450 workers highlights significant disparities in the feedback provided to employees based on their race and gender. The study found that women often receive feedback focused on their personalities rather than their professional capabilities. Astonishingly, 56% of women have been described as unlikeable in their reviews, and 78% have been labeled as emotional. In contrast, only 16% and 11% of men reported receiving similar feedback.

Women are also 22% more likely to receive personality-based feedback, which, though sometimes positive, is more often negative. Terms like "abrasive" or "difficult" are frequently used for women, while men are more likely to be praised as "intelligent" or "gifted." This discrepancy is not just anecdotal; it has a profound impact on how employees view themselves and their potential. Women, in particular, are seven times more likely to internalize negative stereotypes than positive ones, which can hinder their professional growth.

Race and Feedback Quality

The study also reveals that race plays a significant role in the quality of feedback received. White and Asian men are more likely to receive high-quality, actionable feedback, with half of them being described as "intelligent." In contrast, less than 20% of Black and Hispanic/Latino workers receive similar feedback, and over 60% of these workers are described as "emotional."

The disparity in feedback quality is especially concerning given its impact on career progression. High-performing women, for instance, receive just as much personality feedback as their lower-performing peers and are more likely to receive negative feedback compared to high-performing men (76% versus 2%).

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The Ripple Effect

The implications of low-quality, biased feedback are far-reaching, such feedback not only stunts individual growth but also contributes to a significant portion of employee attrition—up to 10%. Poor feedback can diminish engagement and productivity, especially among underrepresented groups, leading to a costly turnover.

Howard emphasizes the need for organizations to address these biases by training managers to provide unbiased, actionable feedback. "Feedback is a bridge towards promotion and additional opportunities," she notes. Without quality feedback, employees are less likely to learn, improve, and advance in their careers, which ultimately impacts their earning potential and professional development.

Moving Forward

As leaders and HR professionals, it is crucial to recognize and address the biases that permeate performance reviews. By fostering a culture of fairness and inclusivity in feedback, organizations can better support the growth and retention of all employees, ensuring that everyone has the opportunity to succeed.

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Article resource: Race and gender stereotypes permeate through performance reviews ( hr-brew.com )

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