Why read this article
Have you ever wondered how your organisational practices and cultures might inadvertently perpetuate gender bias? Shape Talent offers illuminating insights into this often-overlooked aspect of business management. The article is a must-read for leaders and HR professionals who aspire to foster a more inclusive and equitable workplace. It serves as a valuable resource for those seeking to understand and dismantle gender biases in their organisational processes, ultimately leading to a more diverse and productive workforce. Read on to explore the various areas where gender bias can subtly infiltrate and what you can do about it.
Even the most well-intentioned policies can unknowingly favour traits or behaviour typically associated with one gender over another.
Your checklist, at a glance
To mitigate the risk of gender biases across the key people processes of your leadership pipeline:
- Talent Identification & Performance Management:
- Promotion:
- Development:
- Reward:
- Retention, Engagement, Separation, and Exit:
Review how performance and talent are evaluated to ensure gender-neutral criteria.
Be aware of how potential and ambition are defined and perceived differently for different genders.
Identify what is really rewarded in performance, checking for gender bias.
Ensure equitable access to critical career-building experiences.
Encourage women to apply for promotions, considering their often different approach to risk and failure.
Actively sponsor women in the business, focusing on increasing their visibility and opportunities.
Implement targeted programs to accelerate the development of women talent.
Audit salaries and compensation for gender bias.
Avoid basing new salaries on previous earnings, which perpetuates pay gaps.
Introduce transparency in salary practices.
Monitor engagement rates and turnover data by gender.
Analyse bonus distributions and other incentives for gender proportionality.
Understand the reasons behind gender differences in voluntary and involuntary terminations
Action moment
Are you using specific tools to check for gender bias in performance feedback?
We’d love to hear about them!
Would you like to conduct a debias audit to examine your organisation’s policies, processes and systems through a gender inclusivity lens and make changes to HR policies and practices to support gender equality?
We at AlbionVC have been working with FairHQ and can make warm introductions to enable you do conduct your debias audit.
Reach out to Lauren or Gita for this.