New research suggests that, in trying to avoid seeming biased, evaluators may overcompensate and give women overly positive performance reviews. While well-meaning, this practice might actually hinder women’s professional growth by denying them the critical feedback needed to improve.

The study, which was led by Washington State University, explored how “protective paternalism”—the belief that women should be shielded from criticism—affects performance reviews. The researchers warn that this approach could hold women back, as it prevents them from recognizing areas where they need to grow.

Lack of feedback

“Without honest feedback, women will fall behind,” the researchers explain. “It’s not helpful—or even kind—to hide someone’s shortcomings.”

Previous research shows that reviewers tend to inflate feedback for women, often out of a fear of being seen as prejudiced. The researchers tested this by analyzing Rolling Stone music reviews from the past three years. They found that female solo artists received more positive feedback than male artists for albums with the same ratings.

In a second experiment, 486 participants—roughly split by gender—were surveyed on their motivation to avoid seeming prejudiced. They then reviewed the performance of a hypothetical employee. A week later, they were shown the same performance but this time with a male or female name attached. The study found that when participants felt external pressure to appear non-biased, they gave more positive feedback to women than to men, even though the work was the same.

Unintended consequences

The study suggests that, if poorly executed, diversity and inclusion efforts could backfire. Evaluators may avoid giving constructive criticism for fear of seeming prejudiced, which could ultimately harm the careers of the people these efforts are meant to help.

“If diversity programs make people afraid to criticize performance, we need to rethink them. Are we truly helping marginalized groups, or are we holding them back by sugarcoating feedback?” the researchers ask.

To address this issue, the researchers suggest shifting away from traditional performance reviews and focusing on coaching and mentorship. “We need to normalize feedback as part of growth. Everyone makes mistakes and has room to improve,” they conclude.