At a panel at New York Advertising Week on Monday, Ms. Wilson argued that a regular review process can help ensure women and minorities’ work is recognized and that they don’t fall through the cracks, according to Fortune.
“We look at people in the same job category to make sure we don’t have statistically significant differences” when it comes to pay, said Ms. Wilson, according to the report. Regular performance reviews provide the opportunity for “course correction,” she explained.
Performance reviews can additionally serve as opportunities for people who are not usually comfortable asking for raises or promotions to do so. Women in particular are often perceived as abrasive if they ask for more, with about 30 percent of working women indicating they have been called “bossy” or “aggressive” in a recent LeanIn.org and McKinsey study, according to Fortune. In comparison, 23 percent of men said they have been criticized in such a way.
More articles on leadership:
Parkland Memorial Hospital to lay off 108 amid budget cuts
How teaching employees financial skills boosts wellbeing
Sheryl Sandberg on women facing pushback despite ‘leaning in’
