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It’s a scenario that could be straight out of a textbook on gender bias:

“Jessica is really talented, but I wish she’d be less abrasive. She comes on too strong.” Her male counterpart? “Steve is an easy case, smart and great to work with. He needs to learn to be a little more patient, but who doesn’t?”

These statements, uttered by an engineering manager who was preparing performance reviews, were the catalyst for linguist Kieran Snyder to see if she could quantify the double standards in the way male and female employees are evaluated.

In a report for Fortune.com, she collected 248 performance reviews from 28 companies from large technology corporations to small startups. The reviews came from 180 male and female managers.

Perhaps unsurprisingly critical feedback was doled out in a much higher ratio to women: 58.9% of men’s reviews contained critical feedback, while an overwhelming 87.9% of the reviews received by women did.

Not only did women receive more criticism in their performance reviews, it was less constructive and more personal. For example, the critical feedback men received was mostly geared toward suggestions to develop additional skills:

“There were a few cases where it would have been extremely helpful if you had gone deeper into the details to help move an area forward.”

Women received similar constructive feedback, but they also included the personality criticism such as “watch your tone” and “stop being so judgmental.” For example: