There are three main biases that impact how well we notice and support women’s talents:

  • Astoundingly, female CEOs are penalised when they use particular patterns of speech.
  • Talented female candidates are penalised if job ad requirements are vague.
  • Leaders are more likely to be promoted for social capital not capability and that penalises women (and organisations).

While these biases affect women, they actually have a bigger impact: they affect talent overall, as well as performance and success.

What can you do to mitigate against them? Plenty. The solutions not only level the playing for women they don’t disadvantage anyone:

  • Uplisten when people discuss their accomplishments and performance.
  • Use clear and specific job ad criteria, and
  • Hire for leadership capability and other skills required to be effective in the role.

To find out more about how to reverse gendered patterns and get more talent (as well as the definition of downlisten, uplisten and uptalk) read my LinkedIn newsletter here.

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