The Language of Gender Bias in Performance Reviews - Deepstash
The Language of Gender Bias in Performance Reviews

The Language of Gender Bias in Performance Reviews

Curated from: gsb.stanford.edu

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The Study of Gender Biased Performance Reviews

The Study of Gender Biased Performance Reviews

Alison Wynn, JoAnne Wehner, and Katherine Weisshaar worked on a study to show that there are bigger biases in the evaluations of people's personalities, future potential, and mentions of exceptionalism. 

Their study used a code that allows them to identify the employee behaviors that managers noticed and the ones they rated highly, hence its name "viewing and valuing social cognitive processing model".

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Ill-defined protocols perpetuate bias

Ill-defined protocols perpetuate bias

A poorly defined evaluation process opens the door for gender biases to shape performance evaluations. It could have managers use a criteria with no clarity on how to measure them so they then draw from cultural ideas about the different kinds of people. 

Although supervisores notice women's behaviors in the workplace when conforming to gender conventions, it does not result in rewards, often it's noted in their review that they need to improve their technical skills -- making them suffer professionally.

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Gender biases hurt men too

Gender biases hurt men too

There are plenty of areas where women have an advantage over men and the workplace is one part of that.

Other studies show that managers view men who have only part-time work experience as less hirable than women with the same experience due to gender expectations. 

In addition to that, researchers found that managers hesitate to overtly criticize and use harsh language women even when needed while men receive them. 

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Fixing gender biases in performance evaluations

Fixing gender biases in performance evaluations

Although gender biases continue to persist in the workplace, it would be helpful in reducing gender biases if:

  • we tie evaluations to performance
  • the evaluationprocess if transparent
  • hold managers accountable for reviews that apply gender biases in reviews
  • managers having a clear criteria for evaluating employees and this criteria be applied to all employees

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