A study by Textio, a software company analyzed performance reviews across over 250 organizations.The findings revealed that:
88% of high-performing women and people of colour receive feedback on their personality during performance reviews—compared to only 12% of high-performing men?
Unchecked Bias Or Trap
Terms like “abrasive,” “opinionated,” or “too nice” are vague, subjective, and disproportionately applied to women and people of colour.
This kind of feedback often doesn’t guide performance improvement and can hinder career growth.
High EQ & An Inclusive Approach
A leader with high EQ pauses to notice and pays attention:
Am I giving feedback that helps someone grow—or feedback that boxes them in?
✅ Am I projecting bias, or am I being specific and constructive?
✅ Does my feedback strengthen inclusion by affirming contributions?
Practical takeaway for people leaders
-Focus on behavior-based, measurable feedback.
-Tie comments to specific outcomes, not personality traits.
-Ensure feedback helps employees understand what to improve and how.
Inclusion isn’t just about who sits in the room—it’s about how we evaluate, develop, and support every voice.