At Pearn Kandola, we believe in creating measurable change. Our partnership with a leading private equity firm allowed us to demonstrate our deep expertise in performance review audits. Through careful analysis and tailored solutions, we helped our client create even greater equity and transparency in their performance review process.
Challenge: Addressing Gender and Racial Bias
In 2019, the client initiated an evaluation of their Performance Review Process (PRP), which identified both key areas of strength and development. Our recommendations were implemented and in 2024 they asked us to conduct a more comprehensive review, looking both at the impact of their updates and expanding the focus to racial as well as gender biases.
The challenge was clear: to ensure that every member of our client’s diverse workforce was receiving fair, objective, and actionable feedback.
Solution: Data-Driven and Inclusive Approach
We believe in using data to drive impactful decisions. Our methodology included a multi-level analysis designed to identify and address areas of bias across gender and race. This covered a number of factors which we know impact bias and differential outcomes in performance reviews including; gendered language, the intersection of race and gender and levels of abstract language within the feedback.
We also analysed how ratings were justified by users to determine whether any specific groups were rated more harshly or leniently.
Key Results & Recommendations
Our analysis uncovered positive shifts in the way performance reviews were conducted:
- There was a significant reduction in abstract language, particularly in reviews for women and racial minorities.
- Women and racial minorities were increasingly encouraged to demonstrate leadership potential, reflecting a positive change in the evaluation process.
- Feedback became more balanced across all groups, with women and racial minorities receiving developmental guidance comparable to their white male counterparts.
There were also areas for action and based on this we developed a set of bespoke recommendations for reducing bias within the process further.
Impact: A More Inclusive Future
Our client has been able to demonstrate the positive impact of the previous updates to the performance review process and has clear recommendations to build an even more inclusive, data-driven approach to performance management.
By addressing both gender and racial biases, they have taken important steps towards ensuring that every employee, regardless of background, has the opportunity to thrive and succeed.
At Pearn Kandola, we take pride in delivering measurable results that help our clients achieve their goals.
Whether it’s improving performance reviews, driving diversity and inclusion, or creating more effective leadership structures, we’re here to support organisations in their journey towards excellence.
How can we help you? Contact us via info@pearnkandola.com today.
