TABLE 1.

Best practices for avoiding gender‐bias in letter writing

Bias	Suggested best practice
Letters for male applicants tend to be longer	Pay attention to length; address competencies and accomplishments completely
Women and URiM often referred to by their first name	Use Dr. XX in all letters (even if you know the person very well)
Women are less likely to be described with agentic (male) characteristics	Balance descriptions of women as caring, compassionate, selfless with agentic terms, for example, capable, talented
Letters for women often have more "doubt‐raisers" which can negatively influence the reader, and detract from positive descriptions	Avoid doubt‐raising caveats such as "while she does not have many peer‐reviewed articles…," or "while she started her academic career somewhat later…." Just state the facts
Irrelevant information that does not apply to the skills, traits valued in the current position can detract from the letter writer's endorsement	Avoid describing interests and hobbies that do not apply to the skills or traits valued
Letters for men often spend more time describing research and academic accomplishments	Be sure to describe important research, publications, national and international speaking invitations
Letters for women often emphasize their effort more than their ability	Avoid grindstone terms such as "hard‐working, tireless" Emphasize talents and unique accomplishments