Why Inclusive Performance Reviews Matter

Performance reviews are critical tools for employee development, career growth, and organizational decision-making. Yet, when bias creeps into the process, it can derail equity, morale, and trust. From who gets promoted to who receives stretch assignments, performance reviews directly impact people’s livelihoods.

Bias in reviews—whether unconscious or systemic—can lead to unfair evaluations, particularly for women, people of color, caregivers, and employees from underrepresented backgrounds. Companies committed to diversity, equity, and inclusion (DEI) must ensure their performance management processes are designed to mitigate bias and promote fairness.

1. Common Biases in Performance Reviews

To create more inclusive evaluations, it’s essential to understand the types of bias that frequently show up:

• Affinity Bias: Favoring people who are similar to you in background, personality, or interests.
• Recency Bias: Overweighting recent events or performance rather than evaluating the full review period.
• Gender Bias: Research shows women are more likely to receive vague feedback, especially on leadership potential.
• Racial and Ethnic Bias: Employees of color often face disproportionate scrutiny and less credit for team accomplishments.
• Halo/Horns Effect: Letting one positive or negative trait color the entire evaluation.
• Parental Bias: Assuming caregivers, especially mothers, are less committed or ambitious.

Unpacking and naming these biases is the first step toward counteracting them.

2. Structuring the Review Process for Equity

Inclusive performance reviews begin with a structured process that leaves less room for subjectivity. The more standardized and transparent the evaluation, the less opportunity for bias to take hold.

Best Practices for Structuring Reviews:

• Use consistent criteria and rubrics for each role and level.
• Ensure feedback is tied to observable behaviors and outcomes.
• Require multiple sources of feedback (e.g., peer, self, manager).
• Include a calibration step to ensure ratings are applied equitably across teams.
• Train reviewers on how to write objective, bias-aware evaluations.

Structure creates guardrails that help reviewers evaluate employees on what really matters.

3. Writing Fair and Actionable Feedback

The words we choose in performance reviews matter. Feedback that is vague, subjective, or coded can hold employees back—while specific, actionable feedback fosters growth.

Tips for Bias-Free Feedback:

• Focus on behaviors and outcomes, not personality traits.
• Use evidence-based examples to support points.
• Avoid language that undermines confidence (e.g., “aggressive” vs. “assertive,” “helpful” vs. “strategic”).
• Be consistent in applying expectations across employees.
• Don’t penalize based on working style if outcomes are strong (e.g., quiet achievers).

Inclusive feedback helps all employees understand how to succeed and grow.

4. Rethinking Promotion Criteria

Bias in performance reviews often bleeds into promotion decisions. Criteria that are too subjective or based on cultural fit rather than impact can unfairly exclude talented individuals.

Ways to Promote Equitably:

• Define clear promotion criteria tied to role expectations and outcomes.
• Regularly audit promotion data by gender, race, and other demographics.
• Consider “potential” vs. “proven experience” disparities. Women and minorities are often held to higher thresholds.
• Involve diverse voices in promotion panels or committees.

Transparent promotion processes signal to employees that advancement is earned, not awarded through favoritism.

5. Fostering a Culture of Continuous Feedback

Inclusive organizations move beyond annual reviews. Regular check-ins, coaching, and real-time feedback help ensure performance conversations are balanced and grounded in real progress.

Encouraging an Inclusive Feedback Culture:

• Normalize feedback as a tool for growth, not criticism.
• Train managers to check their assumptions and invite feedback in both directions.
• Provide psychological safety for employees to ask for clarification or push back.
• Encourage peer-to-peer recognition to surface contributions often overlooked.

A culture of feedback supports fairer, more accurate evaluations—and helps high-potential employees thrive.

Conclusion: Performance Reviews That Drive Equity

When designed thoughtfully, performance reviews can serve as levers for equity and inclusion. By reducing bias in evaluations, providing clear development guidance, and making promotion pathways transparent, organizations can ensure all employees are recognized and rewarded fairly.

At SGA, Inc., we help organizations navigate the complexities of hiring skilled talent and empower organizations to build diverse, high-performing teams through contingent staffing and direct placement services. Partner with us to create a fairer, more inclusive job landscape—one resource at a time.