#MindTheAdjective Newsletter (12.04.19)

As the end of the year approaches, so does the time for performance review conversations and written performance evaluations - not to mention office parties and holiday gatherings!

How does #MindTheAdjective relate to these events? It is twofold: our word choices shape perceptions both in ourselves and others, and our word choices prompt behavioral changes. We can positively shift our cultures and communities towards gender equality just by consciously and carefully choosing the words we use to praise, constructively criticize, describe, or introduce one another.

Biased language perpetuates gender stereotypes and maintains gender inequalities. In the workplace for example, women often get shortchanged over their male counterparts in performance evaluations. Paola Cecchi-Dimeglio, who co-wrote a book on gender bias in the workplace, stated in her article for the Harvard Business Review that annual evaluations are often subjective, which opens the door to both gender bias and confirmation bias, among other things. The result is often limiting women's professional advancement. When women try to make themselves more visible in the workplace, they may face scrutiny for violating expectations about how women should behave. Biases like these are what lead to uneven ratios, representations and compensation across genders. 

Cecchi-Dimeglio offers simple steps that companies can use to level the playing field and it begins by redesigning their performance appraisal. As an activation, #MindTheAdjective helps us do something about gender discrimination. Be thoughtful in way you introduce of family, friends, and colleagues, and avoid using stereotypical language. Structure your performance evaluations to mitigate for gender bias. If you hear stereotypical language being used, interject kindly / with humor / privately (whatever you feel is most appropriate). The way you speak sets an example for others and helps spread the #MindTheAdjective message.