Bias Mitigation Checklist

A Comprehensive Checklist for Preparing and Delivering Fair Feedback

This checklist is designed to help managers ensure their feedback is free from bias, both during preparation and reflection. Use this tool to review your feedback and assess for potential biases that could distort your evaluation.

Preparation: Before Giving Feedback

1. Evaluate Based on Objective Criteria:

   • Have I reviewed clear, measurable performance metrics rather than relying on subjective impressions?
   • Are my feedback points specific to actions and outcomes rather than personal traits?

2. Consider the Entire Performance Period:

   • Am I basing my feedback on the employee’s performance over time, rather than just recent events?
   • Have I reviewed performance records or notes to ensure a balanced view?

3. Be Aware of Positive and Negative Halo Effects:

   • Am I overvaluing or undervaluing an employee based on one characteristic or event (e.g., punctuality, a single mistake)?
   • Does my feedback reflect the employee’s overall contributions rather than focusing on a single strength or weakness?

4. Check for Similarity/Affinity Bias:

   • Do I feel a stronger connection to certain employees based on shared interests, backgrounds, or experiences?
   • Am I treating employees with whom I share less in common just as fairly as those I naturally relate to?

5. Avoid Confirmation Bias:

   • Am I looking for evidence that supports my existing beliefs about this employee?
   • Have I considered examples or feedback that might challenge my assumptions?

6. Review for Gender and Racial Bias:

   • Have I considered whether my feedback for employees of different genders or ethnic backgrounds is equally fair and objective?
   • Am I providing both constructive criticism and praise equally across all demographic groups?

7. Seek Multiple Perspectives:

   • Have I gathered input from other colleagues or managers to ensure a well-rounded perspective?
   • Does peer feedback align with my own assessment, or does it offer additional insights?

During the Feedback Conversation

1. Focus on Specific Behaviours:

   • Am I giving feedback on specific actions the employee can control and improve upon?
   • Have I avoided making generalised statements about the employee’s character or personal traits?

2. Encourage Employee Input:

   • Have I allowed the employee to share their perspective and reflect on their own performance?
   • Am I open to adjusting my feedback based on new information or the employee’s viewpoint?

3. Be Mindful of Tone and Language:

   • Am I using neutral, professional language that focuses on performance rather than emotions?
   • Have I avoided gendered or biased language (e.g., calling a woman “emotional” but a man “passionate”)?

Reflection: After Giving Feedback

1. Review for Unconscious Bias:

   • Did I notice any tendencies to favour employees who are more like me or who I naturally get along with better?
   • Did I treat all employees consistently, or did I give harsher or softer feedback to certain individuals?

2. Assess the Impact of the Feedback:

   • Is my feedback actionable and fair, or might it discourage or unfairly criticise the employee?
   • Does my feedback help this employee grow in their role, or is it overly critical of a single behaviour?

3. Reflect on Feedback Balance:

   • Did I provide both positive reinforcement and constructive criticism?
   • Did I balance recognition of strengths with areas for improvement?

4. Plan for Follow-Up:

   • Have I planned to check in with the employee on their progress in the areas I highlighted for improvement?
   • Am I prepared to provide ongoing feedback to ensure continuous growth and development?

Conclusion

This checklist is a tool for ensuring that feedback is thorough, balanced, and free from bias. By regularly using this checklist, you can create a fair and supportive environment that promotes development, fosters inclusion, and drives performance improvement for all employees.