Thriving Against Bias: How Women of Color Overcome Unfair Performance Reviews
(3 1/2 min read)
Performance reviews are meant to be an objective evaluation of one's work performance. However, for women of color, these assessments can often take a subjective turn, focusing on personality traits rather than professional contributions. This not only undermines our contributions but also takes a toll on our self-esteem and mental well-being. In this article, we'll explore a real-life example of a remarkable woman who encountered these challenges and discuss steps you can take to navigate similar situations with grace and resilience.
Our upbringing often shapes who we become, and this holds true for one of my clients. Raised by a strong, assertive, and self-assured mother, she is a product of her empowering environment. She is a thought leader in environmental sustainability & clean energy, who has a modus operandi of challenging the status quo for the greater good. However, she found herself in a corporate environment where her assertiveness and confidence clashed with the expectations of her manager, a conflict-avoidant leader.
“Corporate America, predominantly white, often imposes ever-changing rules on how women of color should behave.”
My client's manager insisted that she adopt a demure and deferential demeanor, qualities that were incompatible with her assertive nature. On top of this managerial challenge, my client had to grapple with a misogynistic colleague, an issue her manager failed to address adequately. Instead of addressing the core problem, her manager chose to pen a scathing three-page review, unfairly labeling her as 'difficult' and 'not a team player,' all while neglecting to acknowledge her job-related skills.
This problem isn't isolated – it's a pervasive issue. According to a study by Textio, women are 22% more likely to receive feedback on their personality, with women often being described as 'aggressive,' 'opinionated,' and 'abrasive.' Adding to the unfairness, her manager not only shared this subjective review with HR beforehand but also had HR participate in the review call, which can be perceived as an intimidation tactic. Consequently, my client found herself placed on a 30-day Performance Improvement Plan (PIP) solely based on this subjective personality assessment.
Performance reviews that focus on personality traits are subjective and leave employees in the dark about their actual performance. For women of color, receiving personality-based feedback can be distressing and demoralizing. It diminishes their contributions and leaves them feeling under-resourced, both externally and internally. In my client's case, the belief that “I am the problem” took root, diverting attention away from systemic issues such as poor management and ineffective HR practices.
A Way Forward
In the face of such challenges, here are some essential steps women of color can take to navigate these situations effectively:
Seek External Help: Consider enlisting the support of an advisor, coach, or even a lawyer if necessary. Respond to your review in writing to document your perspective and to showcase a pattern of aggression.
Build a Supportive Network: Share your experiences with a trusted friend(s), therapist, or coach who can provide emotional support and guidance. Having a support system can aid in healing and regaining your sense of power. Book your FREE coaching call here.
Embrace Flexible Coping Strategies: Explore coping strategies, such as Ritam Meditation, to manage stress and emotional well-being especially if leaving is not an immediate option. Learn more about Ritam Meditation here.
Plan Your Exit: Recognize that you don't have to endure abuse. Protect your physical and mental health by exploring other job opportunities within or outside the company. If you need to leave immediately, consider filing for medical leave or seeking a clinical diagnosis.
“In a corporate world that sometimes seems stacked against women, especially women of color, it’s crucial to remember that your worth is not determined by subjective feedback. ”
By seeking external support and prioritizing your well-being you’ll be better equipped to address the issues.