Subjectivity in performance review systems: unveiling the mechanisms of gender bias and leadership disparity in the information technology industry
基于33位女性IT从业者的访谈，研究揭示了绩效评估中的主观性如何通过模糊标准、人际动态和刻板印象加剧性别偏见，阻碍女性职业发展，并提出了标准化评估、多源反馈和包容性领导等改进框架。
Performance review systems (PRS) are essential tools for assessing employee performance and cultivating leadership potential; however, in male-dominated sectors such as information technology (IT), these systems often reinforce systemic gender biases. This study investigates the ways in which subjectivity within PRS perpetuates inequities, particularly affecting women, thereby hindering their career advancement and worsening the gender leadership gap. Through qualitative insights gathered from 33 interviews with female IT professionals, the research shows that vague evaluation criteria, interpersonal dynamics, and persistent stereotypes frequently prioritize masculine traits while undervaluing crucial contributions such as collaboration and mentorship. These biases not only undermine the confidence of women but also conflict with the growing organizational imperative to integrate equity and purpose into management practices. The findings highlight the need for organizations to rethink their PRS by embedding transparency and accountability in alignment with a purpose-driven ethos. By proposing a framework informed by status characteristics theory, this research stresses the necessity for standardized evaluation metrics, adoption of multi-source feedback systems, and promotion of inclusive leadership. Such measures will assist in addressing the systemic biases present in PRS and contribute to the development of an equitable organizational culture that values diverse leadership styles and perspectives.