Two sets of intriguing work data too.
A Channel Company Survey of the IT Channel. Ninety-three percent of women feel the hybrid work environment has either had no impact or has positively impacted their career. Only 48 percent of their male counterparts, however, felt the same. Fifty-seven percent of women said they had made more sacrifices than their partners over the last year due to the COVID-19 pandemic. All the while, the majority of men surveyed – 81 percent — feel the current work environment has improved for women.
Textio, an augmented writing platform, looked at written job performance feedback. Black men received 68 words of written feedback for every 100 words received by white women.
Asian men were seven times more likely to be called “brilliant” or “genius” than Latinx women.
On average, women, Black, and Latinx workers received more personality-related feedback — both good and bad — than their colleagues.
Women, Black, and Latinx workers also receive much less “actionable” feedback than their male, white and Asian counterparts. Actionable feedback can provide meaningful guidance for making performance improvements.
Why do we care?
I hope it’s pretty obvious – we care because there are distinct areas to work on here.
I’ll focus on the second set of data. It’s a fantasy to think job reviews are blind to race and gender. It may feel that way, but the data doesn’t prove that. I highlight this for first, awareness, and second, the observation that investment here can expand the talent pool. If your organization is pushing away people without you knowing it, you should be bothered by this and invest in fixing it as a leader. It’s good business.