Performance reviews are an important part of employee development, but they can also be a source of bias. This can lead to unfair treatment of employees and can even create a hostile work environment.

Maria Uvarova, an automotive tech exec, shares her experiences with sterotypes and bias within performance feedback. These have a lasting impact.  See the full episode here.

How can we address bias in performance reviews?

• Be aware of your own biases. We all have biases, but it’s important to be aware of them so that we can try to mitigate their impact.
• Be specific in your feedback. Avoid making general comments about the employee’s personality or character.
• Focus on the employee’s strengths. Don’t just focus on the areas where the employee needs to improve.
• Be open to feedback. Be willing to listen to the employee’s perspective on their performance.

By taking these steps, we can help to ensure that performance reviews are fair and unbiased.

Additional Tip for Addressing Bias in Performance Reviews:

• Provide training on unconscious bias. This can help reviewers to become more aware of their own biases and how to avoid them. Want to learn more?

Watch the other sessions of the Inclusive Exec Series.