Data on male vs female project manager evaluations

Hi connections, Recently, I shared my Power BI job simulation report from PwC Switzerland, completed on Forage. However, after reviewing the initial report, I identified some flaws, prompting me to take it down for revisions. After thorough analysis and the more effective use of DAX, I have now created an improved report, which provides clearer insights into gender diversity within the organization provided for the study. The task aimed to assist the HR department of a telecom company in analyzing data to enhance diversity and inclusion within the organization. In my original report, I compared diversity metrics by factors like age group, nationality, job level post-promotion, and job level by age group, supported by KPIs such as the number of male and female employees. However, I encountered a significant issue, both the number of employees promoted and hired were calculated as the same across genders, which skewed the data and limited insight into the core problem. In the revised report (attached for comparison), I took a more nuanced approach by analyzing: Performance ratings by gender Employee strength post-promotion Average performance ratings Time spent in each role before promotion Attrition rates, all categorized by gender Dynamic KPIs such as the total number of employees, attrition rates, promotion rates, and average ratings by gender were also included. This resulted in more accurate metrics. 🔎 Key insights from the new report: ▶️ Performance Ratings: The performance ratings for male and female employees are almost equal, with the average rating slightly higher for males (2.42 vs. 2.41 for males). The same trend observed across different rating buckets and departments. ▶️Time Spent Before Promotion: On average, females spend more time in each role than male. For example, female directors have an average tenure of 4.25 years versus 3.5 years for male directors. This difference could highlight potential biases in promotion timelines. ▶️Promotions: Females are underrepresented in promotions, with only 4% of females promoted compared to 9.5% of males. ▶️Employee Strength Post-Promotion: A disparity in senior positions is evident. After promotions, ~11% of directors are male, while only 2 % of promoted employees at this level are female. This shows a skew toward male representation in higher positions. ▶️ Attrition Rates: The attrition rate is slightly higher for females (10%) compared to males (8.8%). Additionally, performance ratings show a noticeable difference in attrition trends, with female employees leaving at higher performance levels compared to male employees, suggesting a need to explore the reasons behind this pattern. The updated report offers a clearer understanding of these issues and helps pinpoint the areas where changes are most needed. I’ve attached both the original and revised reports for comparison, and I welcome any feedback or suggestions! #dataanalytics #powerbi #data #talentaccusition #ITrecruitment

Women face harsher feedback than men. Fix it before you lose talent. Data you can’t igore as a Leader (Textio & Stanford): → 76% of women receive negative reviews. Men? Just 2%. → Women are 22% more likely to get personality critiques. → 56% of women are labeled “unlikable.” Men? Only 16%. → High-performing women face the same bias as low performers. → Women internalize bias 7x more than men. As a result, it’s causing your best talent to leave. How to fix it: 1/ Structure Every Review → Standardize criteria and ditch “gut feelings.” → Focus on measurable outcomes. → Document specific examples to ensure fairness. 2/ Upgrade Your Leadership Team → Conduct bias-detection workshops. → Practice feedback calibration with leaders. → Review patterns to catch unconscious bias early. 3/ Monitor Feedback → Track reviews by gender. → Compare personality vs. performance comments. → Standardize practices across managers. When to start? Your next review cycle. How?  → Use structured tools like Waggle AI to eliminate bias. → Waggle AI help structure feedback & monitor your unconscious bias in meeting. Because talent doesn’t have a gender and neither should your reviews. 👉 Repost to raise awareness about bias in feedback. 👋 Follow Sarah Touzani for actionable leadership insights.

Around 76% of high-performing women receive negative feedback compared to only 2% of men—and it may be driving them to quit—-women are judged more critically, and on a more personal level than men. Rather than being given positive or even constructive feedback, top female staffers often experience unfavorable assessments, and they're more likely to be judged on aspects of their social presentation. About 88% of these outstanding women workers receive feedback on their personalities, while the same is true for only 12% of their male counterparts, according to the report. The report also finds that working women’s feedback is also often highly unactionable, meaning that criticism isn’t meaningful, or it’s unclear on what improvements need to be made. For every 1,000 words during a performance review, women experience twice as many instances of poor quality critiques compared to men. Snyder says this is a result of the laser focus around female staffers’ personalities. For example, performance reviews may revolve around a woman “being a joy to work with” instead of the success of the big project she just delivered. Positive observations are not generally about the work. They're about the woman's demeanor, personality, or disposition,"