Yet, a review of the literature and media coverage suggests insufficient understanding of the nuances of racial bias. Landy et al. Bias in policing, economic and health disparities and social policy are topical in the media, corporate dining halls and on college campuses. examined the issue of We suggest that the time has come to revisit this issue. But first, a quick look at why this matters. The majority (63%) of respondents calibrate performance ratings to … Racial Bias in Pulse Oximetry The question of whether pulse oximetry measurements vary according to race has not been adequately studied, despite the wide use of this measure in clinical care. Even similar work habits, similar attitudes, or similar personalities lead to inflated ratings. The most explicit refutation of racial bias in supervisory ratings comes from a review of research on personnel selection by Landy, Shankster, and Kohler (1994). mance) is contaminated by a factor (racial bias) unrelated to the ultimate criterion. Bias can influence employee performance reviews in incredibly negative ways. The similar-to-me effect is everywhere – it shows up when rating supervisors, rating subordinates, and rating peers. Similarity in age, gender, race, and experience all affect ratings. Because of the standardized application process–wherein schools submit summative Medical Student Performance Evaluations (MSPE’s)–it also represents a unique opportunity to assess the possible prevalence of racial and gender disparities, as shown elsewhere in medicine. Asking several people to evaluate individuals engages multiple data points and encourages a broader perspective on performance, both of which act to reduce bias. … A good manager should be objective about the performance of their employees and performance review bias distorts a manager and company's view of how an employee is performing. However, 40% of respondents felt that bias existed in their company's performance reviews, according to the report. A study by Kieran Snyder looked at 248 reviews across 28 companies, and found that while 59% of the reviews received by men contained critical feedback, 88% of reviews received by women did. Why it’s important to address bias in performance reviews. Purpose The transition from medical school to residency is a critical step in the careers of physicians. 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