Bias!\u00a0 The four-letter word identifies cultural prejudice that\u2019s rampant throughout our society and the workplace.\u00a0 Today, most people in the workplace are more aware of unconscious or implicit bias, which is defined as prejudice or unsupported judgments in favor of or against one thing, person or group as compared to another, in a way that is usually considered unfair.<\/p>\n
If we take that notion just a half-step further, it\u2019s easy to see how performance bias is a very serious issue for women in the workplace.\u00a0 Performance bias is based on deep-rooted assumptions about women\u2019s and men\u2019s abilities.\u00a0 Bottom line, we tend to overestimate men\u2019s performance and underestimate women\u2019s performance.\u00a0 Watch this 2-minute online video<\/a> from Lean In<\/a> to digest the seriousness of the issue.<\/p>\n Studies show that women are often hired based on past accomplishments and job experience, men are more likely hired based on future potential to achieve.\u00a0 Insidious performance bias affects everything at work \u2013 from hiring, to performance reviews and ultimately to promotions and upward mobility.<\/p>\n When you remove gender from decision-making, however, the odds for women\u2019s advancement go up.\u00a0 Regardless of the criteria outlined for a position, the selection process bends to favor the male candidate every time.\u00a0 There\u2019s no question that women have to accomplish more to show they are equally as competent as men \u2013 I\u2019ve experienced it, coached women through it and watched it happen for decades in the workplace.<\/p>\n Once we recognize performance bias for what it is, what do we do about it?\u00a0 First ask yourself, what are the expectations and realities at your workplace?\u00a0 Are women being promoted based on their potential or are they being promoted only after they\u2019ve proven they can do the job and have a track-record of success?<\/p>\n How about you, could you be part of the problem?\u00a0 Do you expect to be promoted based on your potential or your own past performance?\u00a0 There\u2019s not just bias in the workplace, we have also been conditioned to develop our own self-bias.<\/p>\n If you are the manager and the one who has the power to address performance bias in your workplace, it\u2019s critical to examine your own bias.\u00a0 Whether you\u2019re interviewing, hiring or deciding who gets the next promotion, be deliberate and intentional in making these important decisions.<\/p>\n Each of us has a responsibility to learn specific ways performance bias shows up in the workplace and what we can do about it going forward.\u00a0 If we don\u2019t, we\u2019re part of the problem.\u00a0 If you\u2019re experiencing performance bias and need help developing a strategy to overcome it, please give me a call at 513-561-4288 or connect with me via email at kay@highheeledsuccess.com<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":" Bias!\u00a0 The four-letter word identifies cultural prejudice that\u2019s rampant throughout our society and the workplace.\u00a0 Today, most people in the workplace are more aware of unconscious or implicit bias, which is defined as prejudice or unsupported judgments in favor of or against one thing, person or group as compared to another, in a way that<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_newsletter_tier_id":0,"jetpack_publicize_message":"","jetpack_is_tweetstorm":false,"jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false}}},"categories":[3,26,17],"tags":[71,72,73,24,42],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p7Qkhe-8N","_links":{"self":[{"href":"https:\/\/blog.highheeledsuccess.com\/index.php?rest_route=\/wp\/v2\/posts\/545"}],"collection":[{"href":"https:\/\/blog.highheeledsuccess.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.highheeledsuccess.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.highheeledsuccess.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.highheeledsuccess.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=545"}],"version-history":[{"count":6,"href":"https:\/\/blog.highheeledsuccess.com\/index.php?rest_route=\/wp\/v2\/posts\/545\/revisions"}],"predecessor-version":[{"id":551,"href":"https:\/\/blog.highheeledsuccess.com\/index.php?rest_route=\/wp\/v2\/posts\/545\/revisions\/551"}],"wp:attachment":[{"href":"https:\/\/blog.highheeledsuccess.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=545"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.highheeledsuccess.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=545"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.highheeledsuccess.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=545"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}