DEI in Performance Assessments. Let's Reduce Bias in Annual Reviews.
Are your performance reviews free of bias? Here are tips to make performance assessments more meritocratic.
Reminder: What is the Coalition for Diversity in Real Estate?
We are a volunteer organization providing companies and teams with free tools and resources to advance your Diversity, Equity, and Inclusion (DEI) efforts.
Our CoalitionForDiversity.org Website provides:
DEI Action Toolkit - with small research-based steps your team can take.
Quiz - Test Your Knowledge
In a study of performance reviews:
What % of women received negative feedback on their personal style, such as “You are sometimes abrasive?”
A. 1%
B. 28%
C. 66%
D. 94%
What % of men receive the same type of feedback?
A. 1%
B. 28%
C. 66%
D. 94%
Answer: 66% of women and 1% of men
Imagine how these divergent assessments impact careers and teams over time.
(Source: Kieran Snyder, “The Abrasiveness Trap: High-Achieving Men and Women Are Described Differently in Reviews,” Fortune, August 26, 2014)
Why Performance Reviews Matter for DEI?
Performance reviews are a key component of a person’s career, as well as developing an organization’s team composition.
Case Study: The consultancy group Bias Interrupters shared a case study of the results of improving performance review system with a better evaluation form and a one hour training for managers.
The number of employees receiving constructive feedback increased 2-3x. The percentages receiving constructive feedback increased as follows:
White Men 15% to 27%
People of Color: 17% to 49%
White Women 11% to 30%
Underrepresented groups experienced less bias and a more level playing field:
People of color got more leadership mentions and correlated with performance ratings.
Negative personal style comments decreased: 14% of people of color received such comments before versus 0% after.
Recommendations for promotions went from being skewed towards white men to being more pro-rata to all groups.
Performance Reviews Tips To Reduce Bias
Make Performance Appraisal Templates that are Clear & Specific.
Managers Provide Specific and Detailed Feedback for Each Performance Metric.
Apply the Same Criteria to Everyone.
Provide Training to Managers.
It’s Annual Review Time. Here are Tips to Give Better Feedback:
Make Sure the Evaluation is Based on Clear Criteria of the Employee’s Role.
Separate out Feedback between Performance and Potential.
Performance: focuses on skills of current job. This is what someone should be evaluated on for the performance on the job they are paid to do.
Potential: focuses on demonstration of skills important for more senior roles. These come into play in separate discussions on promotions and succession planning.
Provide Specific Feedback Focused on Skills and Demonstrated Action.
Example 1:
Vague: “He’s friendly and gets along well with everyone.”
Specific: “He has strong interpersonal skills, best showcased by his ability to lead projects across multiple departments.”
Example 2:
Vague: “She’s quick on her feet.”
Specific: “In March, she gave 3 presentations in front of Y client on Z project, answered his questions effectively, and was successful in making the sale.”
Flag Words or Phases that Could be Biased:
Abrasive, difficult, rude, aggressive, loud, outspoken, quiet, shy, bubbly, perky, not a team player, not flexible, unprofessional, not ready, mother, father, caregiver.
Other DEI Resources for Performance Reviews
Bias Interrupters “Tools for Managers; Performance Evaluations”
Provides tips for managers, screener for bias in performance evaluations, and guides to writing performance evaluations and self-evaluations.
“How to Document a Performance Review” the Harvard Business Review
The article provides guidance on how to write more productive and effective performance reviews.
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Thanks,
The Coalition for Diversity in Real Estate Team