More and more employers are exploring unconscious bias and what they can do to manage the damage caused by biases people may not even realize they harbor. Most of the attention has focused on unconscious bias’s effect on hiring and how it causes uncomfortable interactions between coworkers and the public. But biased attitudes also can creep into the performance review process, creating an environment that can keep deserving people from advancing in their careers.
Recent research delving into the words used in performance evaluations shows how both positive and negative characteristics documented in performance reviews can differ between men and women.
