Watch Out for These 3 Gender Biases in Performance Reviews: Identify the practices that lead organizations to overvalue the work of men.

The article focuses on three specific gender biases—experience bias, proximity bias, and in-group/out-group bias—that negatively impact women’s performance reviews in hybrid work environments. Experience bias arises when visible, short-term tasks (often performed by men) are valued more highly than less visible, long-term contributions (often performed by women). Proximity bias favors employees physically present in the office, disadvantaging women who work remotely. In-group/out-group bias leads to preferential treatment of those perceived as belonging to a shared group, with remote workers frequently seen as outsiders. The article discusses interventions implemented at a global company, including goal tracking on virtual whiteboards, scheduled in-office anchor days, and team-building activities to foster belonging, which helped reduce these biases and improve fairness in evaluations.