A new study published in the Journal of Business and Psychology reveals that feedback providers are more likely to inflate performance evaluations when giving feedback to women compared to men. This pattern appears to stem from a social pressure to avoid appearing prejudiced toward women, which can lead to less critical feedback. But this practice, while seemingly protective, could limit women’s opportunities for growth and advancement.
In recent years, discussions around workplace equality and fairness have intensified, especially following movements like #MeToo. Employers and managers are increasingly aware of the need to treat women fairly in professional settings. However, this heightened awareness may be leading some feedback providers to overcorrect, offering women more positive feedback than is warranted by their actual performance.
Prior research has suggested that women may receive less critical and more positive feedback than men, but the reasons for this discrepancy were unclear. The researchers aimed to explore whether this pattern was linked to social pressures and the desire to avoid appearing biased or prejudiced.
New research shows women receive less critical performance feedback
American Buddhist Net 