Appraisal season is just around the corner. While this is a great time to receive constructive feedback from your employer, in some instances it’s a time of disappointment. And the stakes are high, too. Your income may be dependent upon the strength and value of your work, and you may even face demotion or termination if your employer finds that your work isn’t up to par.
But sometimes appraisals contain much more than an honest evaluation of your performance. Sometimes they’re indicative of discrimination and unfair treatment. Yet, unless you point these issues out, it’s likely that this egregious behavior will fly under the radar.
So, when you receive your appraisal, be sure to look it over carefully to see if you can spot signs of bias and discrimination. But what, exactly, should you be looking for?
Signs of discrimination in a performance appraisal
You shouldn’t be treated differently because of your status in a protected class, such as those based on race, gender or age. Yet, all too often employers cloak their biases in performance evaluation. So, be on the lookout for these indicators that your employer may be discriminating against you in your appraisal:
- Your review is conducted after engaging in a protected activity: Although many reviews occur at the end of the year on a set schedule for all employees, some do not. If your performance evaluation is conducted after you’ve taken time off work for medical appointments, you’ve informed your employer that you’re pregnant or after you’ve taken time off for a religious activity, then your employer may be using those events against you. If the timing of your review seems suspect, be sure to consider it in light of what’s actually said in your appraisal.
- Your review contains references to protected activities: Again, you shouldn’t be treated unfairly because you engage in legally protected activity based on your status in a protected class. If your performance appraisal dings you because you took time off for medical treatment or to observe a religious holiday, then your employer is treating you unfairly and is likely engaging in discrimination. Don’t let them get away with that.
- Your employer uses subjective and vague standards: Appraisals should be as objective as possible. That may not be entirely possible, but your employer should still hold everyone to the same standard, which should be pre-defined. If you feel like your employer based their evaluation of your performance on your personality or personal characteristics, then there’s a decent chance that they’ve engaged in discrimination.
- Your appraisal overlooks your accomplishments: Your appraisal should evaluate your performance for the entire appraisal period. If it doesn’t and it therefore overlooks many of your accomplishments, then your employer may be treating you unfairly. While this may not be hard evidence that you’re being discriminated against, it should raise red flags and drive you to investigate the matter further. After all, your employer may not be giving credit that’s due because they have a discriminatory intent to try to drive you from your position.
Hold your employer accountable for workplace discrimination
You should be safe in the workplace. Yet, employers continue to engage in workplace discrimination all the time. If you don’t hold your employer accountable for these behaviors, then you could suffer adverse employment actions that crater your career and your earnings. So, if you suspect that you’ve been discriminated against, then you should gather evidence to support your position and consider taking legal action to find accountability and recover the compensation that you’re owed.