Learn how to reduce and overcome implicit bias in feedback with these six tips, such as recognizing your own bias, seeking diverse perspectives, and using respectful language.

Based on my experience to address bias in feedback we need self-awareness, empathy commitment 1 Take time to reflect on beliefs, experiences, assumption that may impact our thinking about others 2 Study in depth about different type of biases, implicit biases how they got manifest 3 Look into specific situations when biases get triggered 4 Before directly jumping on feedback always pause to reflect on assumption, stereotype preconceived notions 5 Always use structured feedback process and objective basis to evaluate performance 6 Don't use language showcase stereotypes prejudices on factors like race, age, gender 7 Feedback conversation should be approach with empathy, respect and humility Be committed to `address implicit bias in feedback

Last updated on Aug 28, 2024

How do you address implicit bias in feedback?

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Feedback is a powerful tool for learning and improvement, but it can also be tainted by implicit bias. Implicit bias is the unconscious and automatic association of positive or negative attributes with certain groups of people, based on factors such as race, gender, age, or appearance. Implicit bias can affect how you perceive, evaluate, and communicate with others, and it can undermine the fairness and effectiveness of your feedback. How do you address implicit bias in feedback? Here are some tips to help you reduce and overcome it.

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1 Recognize your own bias

The first step to address implicit bias in feedback is to acknowledge that you have it. Everyone has implicit bias, and it is not a sign of being a bad person. However, it is important to be aware of how your bias might influence your judgment and behavior. You can use online tools, such as the Implicit Association Test, to measure your implicit bias on various topics. You can also reflect on your own assumptions, stereotypes, and preferences, and how they might affect your feedback.

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Hitesh Chopra

IT Leadership, Service Delivery, Digital Transformation, Program Leadership, Certified Independent Director, EXECUTIVE MBA INSEAD , Former-Accenture, Atos | PMP| PgMP | PfMP | ITIL Expert
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Based on my experience to address bias in feedback we need self-awareness, empathy commitment 1 Take time to reflect on beliefs, experiences, assumption that may impact our thinking about others 2 Study in depth about different type of biases, implicit biases how they got manifest 3 Look into specific situations when biases get triggered 4 Before directly jumping on feedback always pause to reflect on assumption, stereotype preconceived notions 5 Always use structured feedback process and objective basis to evaluate performance 6 Don't use language showcase stereotypes prejudices on factors like race, age, gender 7 Feedback conversation should be approach with empathy, respect and humility Be committed to `address implicit bias in feedback

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Cameron Conaway

💡 Top Workplace Feedback Voice | Graduate School Professor at the University of San Francisco | Now Teaching: Digital Marketing; Talent Management
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I agree with what Hitesh Chopra wrote here. In addition to those insights, I highly recommend leveraging Textio Lift. It's a tool powered by AI but built by language bias researchers to help ensure your feedback contains less bias of various types (including gender, race, and age-related bias). As their 2023 report found, not only could biased feedback get you sued, but "The cost of poor performance feedback is now clear: People who get low-quality feedback are 63% more likely to leave their organizations." We can study implicit bias all day and still write biased performance feedback. Leveraging purpose-built technology can help.

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Kimberly A. Eversman, Ph.D.

Diversity, Equity, and Inclusion Learning and Development Consultant
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This is an excellent point to start with. We have to admit we are all susceptible to bias before we can notice them and interrupt them!

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2 Seek diverse perspectives

Another way to address implicit bias in feedback is to seek diverse perspectives from others. You can ask for feedback from people who have different backgrounds, experiences, and opinions than you, and listen to their insights and suggestions. You can also compare your feedback with others who have observed the same situation or performance, and look for any discrepancies or gaps. Seeking diverse perspectives can help you challenge your bias, broaden your understanding, and improve your feedback quality.

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Kimberly A. Eversman, Ph.D.

Diversity, Equity, and Inclusion Learning and Development Consultant
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I am always coaching folks to be curious and always ask questions. The more information we have, the more visible our gaps in understanding. Those gaps are where our biases live but filling in those gaps with more information will help us interrupt those biased thoughts before we act on them.

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3 Focus on facts and behaviors

A third tip to address implicit bias in feedback is to focus on facts and behaviors, rather than on traits and characteristics. You should avoid making generalizations, judgments, or labels based on your bias, and instead provide specific and objective examples of what the person did or did not do. You should also use clear and measurable criteria to evaluate the person's performance, and link your feedback to the goals and expectations of the task or role. Focusing on facts and behaviors can help you make your feedback more accurate and constructive.

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4 Use inclusive and respectful language

A fourth tip to address implicit bias in feedback is to use inclusive and respectful language. You should avoid using words or phrases that might imply or reinforce your bias, such as "you are so..." or "you always...". You should also avoid using language that might exclude, stereotype, or offend the person or their group, such as "you people..." or "you should act more...". You should use language that shows respect, appreciation, and empathy for the person and their perspective, such as "I appreciate..." or "I understand...". Using inclusive and respectful language can help you build trust and rapport with the person and make your feedback more effective.

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5 Ask for feedback on your feedback

A fifth tip to address implicit bias in feedback is to ask for feedback on your feedback. You can invite the person to share their thoughts and feelings about your feedback, and listen to their concerns or questions. You can also ask them to rate your feedback on a scale of 1 to 5, based on how fair, helpful, and respectful it was. You can use their feedback to identify and correct any bias or mistakes in your feedback, and to improve your feedback skills for the future. Asking for feedback on your feedback can help you learn from your experience and grow as a feedback giver.

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6 Commit to ongoing learning

A sixth tip to address implicit bias in feedback is to commit to ongoing learning. You should not assume that you have eliminated your bias or mastered your feedback skills, but rather that you are on a continuous journey of improvement. You should seek opportunities to learn more about implicit bias and its impact, such as reading books, articles, or podcasts, or attending workshops or courses. You should also practice giving and receiving feedback regularly, and reflect on your progress and challenges. Committing to ongoing learning can help you develop a growth mindset and a feedback culture.

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Kimberly A. Eversman, Ph.D.

Diversity, Equity, and Inclusion Learning and Development Consultant
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Becoming more cognizant of our biases is a lifelong process. Humans are complex and ever changing and our biases are the same. That is why it is important to always be learning and looking for gaps in our understanding because those gaps are always shifting.

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7 Here’s what else to consider

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How do you address implicit bias in feedback?

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2

3

4

5

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1 Recognize your own bias

2 Seek diverse perspectives

3 Focus on facts and behaviors

4 Use inclusive and respectful language

5 Ask for feedback on your feedback

6 Commit to ongoing learning

7 Here’s what else to consider

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