If you’ve ever been described as “emotional” in a professional setting, you’re not alone – especially if you’re a woman. A recent study by Textio has uncovered a troubling trend: 75% of women report being labelled “emotional” in performance reviews, while terms like “abrasive”, “unapproachable”, and “judgmental” are disproportionately directed at women compared to their male counterparts.

These findings reveal a persistent and insidious bias in workplace feedback that often goes unchecked, hindering women’s progression and reinforcing gender stereotypes.

For in-house lawyers, this issue should hit close to home. After all, your workplace culture and communication practices directly impact your team’s ability to perform, grow, and thrive. So, what can we learn from this study? More importantly, how can we take actionable steps to address gender bias and foster a more equitable environment?

The hidden impact of gender-biased feedback

Feedback is meant to help people grow, but when it’s tainted by bias, it can have the opposite effect. Terms like “emotional” or “unapproachable” not only undermine a woman’s confidence but also send a damaging message about what’s valued in the workplace. In contrast, men are more likely to receive feedback that is specific, actionable, and tied to business outcomes.

This disparity isn’t just a “soft skills” issue – it’s a business one. When feedback is inconsistent or biased, it affects career progression, team dynamics, and even company performance. For in-house lawyers navigating high-pressure environments, ensuring fairness in feedback is crucial to maintaining trust, morale, and productivity.

What in-house lawyers can do about it

Tackling gender bias requires intentional effort, and in-house lawyers are uniquely positioned to lead by example in their business setting. Here are three practical steps you can take:

1. Audit your language: Review your performance review templates, internal communications, and even job descriptions. Are you using gender-neutral, objective language? Avoid terms that reinforce stereotypes (“emotional”) and focus on specific behaviours and outcomes instead.
2. Standardise feedback: Introduce structured feedback processes that emphasise measurable results and consistent criteria. This reduces the likelihood of subjective biases creeping in and ensures everyone is held to the same standards.
3. Train your team: Provide unconscious bias training tailored to your organisation’s needs. Equip managers with the tools to give constructive, actionable feedback that supports development without falling into gendered pitfalls.

The bigger picture

Addressing gender-biased feedback isn’t just about fairness – it’s about building a culture where everyone can bring their best selves to work. For in-house lawyers, this means creating an environment where feedback empowers your team, strengthens relationships, and drives better business outcomes.

By taking steps to recognise and eliminate bias, you’re not only supporting the women on your team but also setting a standard for the entire organisation. And that’s the kind of leadership that drives real change.

So, what’s your next move? Whether it’s auditing your language, reviewing your feedback processes, or scheduling bias training, every step matters. And if you’re ready to start a conversation about how we can help you build a stronger, more inclusive team, let’s talk.