By focusing on overt prejudice, up to now studies and policies have overlooked a major reason for the limited number of women in the upper echelons of organizations: unconscious bias about the abilities of young women to take on leadership roles. This unconscious bias begins from the outset of women’s careers—and the effects are cumulative.
This briefing offers tips for how organizations can make their talent management practices more objective and transparent in order to guard against unconscious bias. Organizations that leverage their talent management processes better will ensure that top talent is identified and developed. By doing so, they will also be able to engage and retain their workforce, thereby improving business outcomes.