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wcfia.harvard.edu | ||
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hbr.org
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| | | | | Annual evaluations are often subjective, which opens the door to gender bias. These biases can lead to double standards - a similar situation gets a positive or a negative spin depending on gender. For example, one review described a womanas seeming "to shrink when she's around others and especially around clients." But a similar problem - confidence in working with clients -was given a positive spin when it was a man who was struggling with it: "Jim needs to develop his natural ability to work with people." Acontent analysis of individual annual performance reviews shows that women were1.4 times more likely to receive critical subjective feedback (as opposed to either positive feedback or critical objective feedback).But when organizations implemented gender-neutral, real-time feedback tools, such biaseswere reduced. Asking for real-time feedback about employees from a range of observers - clients, colleagues, managers - could result in both men and women getting more objective performance appraisals. | |
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www.fas.harvard.edu
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privacytools.seas.harvard.edu
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| | | | | Harvard Topics in Privacy (TIP) Seminar : Governance Issues for Private Data Stores. Cohosted with the Web Science Trust. Harvard Faculty ClubMarch 28th 8:30am - 3:30pm **Please RVSP byMarch 24th by email tojohn@taysom.com** | |
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mattersmathematical.wordpress.com
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| | | A round-up of some recent articles on academic precarity, and inequalities within [Western] academia, some grimmer than others. Women trapped in universities' ivory basements(UK) Men outnumbering women in academic posts, according to new data (Ireland) Publish and perish at Imperial College London: the death of Stefan Grimm(UK) Warwick University places 20 jobs at risk over... | ||
