From Feedback to Fairness: Tips for Using Non-discriminatory Language in Performance Evaluations

Performance assessments are a significant resource in managing employee efficiency, as well as receiving input to make it better. However, if not carefully written, they can promote unintentional discrimination. Use nondiscriminatory language in performance evaluations to achieve equity and ensure a welcoming working environment. Here are some tips on how to use non-discriminatory language in performance evaluations.

Do not use gendered words

Gendered language may exclude people and create biases. Instead of he or she, one should employ the pronouns they or the employee. Also do not use words such as manpower or mankind but instead choose terms like workforce or humanity that include everyone.

Concentrate on performance and leave characteristics out.

Never assume about an employees character or their background. Instead concentrate on specific instances showing work accomplishment by them; for example “she is so organised for a woman” can be written as “she consistently demonstrates excellent organisational skills.”

Objective criteria

In assessing employees, use job requirements, goals and outcomes that are objective. Do not come up with subjective judgments that may be influenced by individual prejudices; for instance “he is a great communicator” should be written as “he consistently meets communication goals.”

Avoid stereotypes

Stereotypes breed bias and discrimination against certain groups of people based on gender race age ethnicity disability among other things Avoiding phrases or words that enforce stereotypes about gender race age ethnicity disability among others for example instead of saying ‘she’s so articulate for a black woman’ you would say ‘she consistently demonstrates strong communication skills’.

Avoid negative phrases

Negative phrases could result in demotivation and discouragement amongst employees Rather than using negative phrases like needs improvement one might wish to consider providing constructive comments focusing on areas in need of improvement For instance rather than writing poor time management skills it could be phrased as ‘could benefit from additional time management training.’

Involve others

The possibility of prejudice in performance evaluation diminishes when opinions from varied sources are included. This can be achieved by asking colleagues, supervisors and the employee being evaluated for their feedback thereby enabling a more comprehensive review upon which evaluation will be done as well as making it fair.

Use Inclusive Language

Inclusive language entails acknowledging and respecting diversity and avoiding exclusion of or marginalisation of any group. For instance, instead of using words like “normal” or “typical,” which may be perceived as excluding others who are different, use terms like “average” or “common.” Also, do not use words or phrases that suggest a particular culture or background such as “Americanised” or “ethnic.”

Avoid Overly Emotional Language

Language that is overly emotional can be subjective, reflecting personal biases. Avoid the use of overly emotional language such as disgusting and fantastic; rather employ more neutral language focusing on specific behaviors or outcomes. Instead of writing he’s always so enthusiastic write he consistently demonstrates a positive attitude.

Give Specific and Actionable Feedback

Specific and actionable feedback is much more helpful than general comments that are hard to put into practice. Thus instead of writing needs to be more productive you should write requires time management training to help prioritise tasks and meet deadlines better. Moreover instead of writing needs to communicate better you could say needs additional training in active listening, offering constructive feedback.

Concentrate on Behaviors Rather Than Personality Traits

Behaviors matter while personality traits like shyness might have nothing to do with job performance. Instead of saying he’s a shy person one could consider adding could benefit from additional training in public speaking and presentation skills. Also she’s not a team player would sound much more reasonable if presented through could benefit from more opportunities for collaboration with colleagues.

Creating Fair Performance Evaluation by using non-discriminatory language within it will help build an inclusive workplace where all employees feel valued and supported. Focus on specific behaviors/outcomes; use objective criteria; solicit multiple perspectives; avoid stereotypes/negative language. Follow these tips to give constructive feedbacks for growths and developments among your employees at large