How To Have More Women In Leadership Roles

The hurdles women face when trying to climb the career ladder are real. They have to fight many biases that hold them back. When building your performance management system and promotion criteria, stop relying on “future potential” as a reliable metric, or at least try to make it as objective as possible.

Stop Hiring For Cultural Fit, Do This Instead

Instead of hiring those similar to you, hire those whose values align with the company’s values, regardless of their cultural and educational background and lifestyle choices. When values drive your interview process, you still hire the right people, but they won’t be all the same.

How To Hire A More Diverse Team

To build more diversity into the organization, design the recruitment process in a way that mitigates unconscious biases. You will create a more equitable hiring practice, give everyone a fair chance, and ultimately build a more diverse organization.

Performance Management And The Paradox Of Meritocracy

To build a genuinely meritocratic system, it is not enough to claim the value of meritocracy. You need to design processes and policies in a way that limits the opportunity for biases and prejudices to come into play, and that often means relying more on algorithms, transparency, and accountability and less on managerial discretion.