Effectively Mitigate Bias In Performance Reviews With Just-in-time Training

Bias can be a sneaky beast in performance reviews. Ever feel like decisions are based more on assumptions than actual merit? You’re not alone. Many organizations struggle to create fair evaluation processes, leading to disengagement and mistrust. Drawing on a compelling case study demonstrating the effectiveness of bias-reduction training, this session with Shane Lloyd, Chief Diversity Officer at Baker Tilly, highlights how targeted programs help managers promote fairness by fostering more intentional and systematic evaluations. Mitigate bias with bias-reduction training.

Recent headlines have spotlighted Amazon’s employee evaluation practices after a former employee’s lawsuit raised concerns about bias in the company’s performance reviews and promotion decisions. This story echoes an issue across industries—how unconscious biases can silently influence decisions, affecting career paths and organizational morale.

Imagine a manager sitting down to evaluate their team, but unconscious biases cloud their judgment. This oversight can mean overlooking talented individuals simply because of who they are or where they come from. It’s not just unfair; it’s detrimental to business. When employees sense that evaluations are swayed by factors other than performance, it can lead to disillusionment and even loss of talent.

The Solution? Targeted, Just-In-Time Bias-Reduction Training

Addressing bias effectively calls for just-in-time training, delivered right before performance reviews or critical evaluation periods. By implementing systematic and intentional evaluations, organizations promote equity and encourage managers to focus on merit. A “just-in-time” approach helps managers recognize and challenge their biases, particularly when training is tailored to their industry’s specific challenges.

Combined with eLearning modules and brief facilitated sessions, these programs empower managers to foster fairer evaluations and build trust within their teams. This approach promotes long-term behavioral change by reinforcing bias-awareness practices in real time.

The Business Case for Mitigating Bias

By proactively mitigating bias in performance reviews, organizations can protect their reputation, promote employee loyalty, and reduce turnover. Investing in bias-reduction training isn’t just a matter of ethics; it’s a business imperative. When employees trust that their contributions will be assessed fairly, they’re more likely to be engaged, productive, and loyal.

As organizations look to close out the year and reflect on what’s ahead, now is an ideal time to make meaningful changes. Just-in-time bias-reduction training can be a powerful tool to align performance evaluations with merit and create a more inclusive workplace where everyone has the opportunity to succeed.