Addressing unconscious bias towards females

Is unconscious bias impacting international assignment opportunities in your organization? We all have unconscious biases in one form or another – they’re impossible to avoid.Female assignees: five strategies for addressing the unconscious bias

Unconscious biases can show up in the workplace in many different ways; some positive and others negative. They can be based on any number of variables, traits or characteristics that we attribute to people we see or interact with every day.

Some of these are obvious: nationality, social class, marital status, apparent sexuality or age. Others however can be far more subtle: how a person dresses, their physical appearance, how they communicate; it could be where they went to school, what football team they support, even their job function, or area of expertise. Whether obvious or not, all these (and many others) can influence who gets hired, who gets promoted, who gets listened to, and even who gets selected to go on international assignments. Gender equality is an area that continues to be a significant blind spot and unconscious bias in the workplace; negatively influencing women in many ways, including the number of females that go on international assignments.

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Closing the gender gap is our no.1 trend in our 2017 Global Mobility Trends white paper. To identify and address more barriers to increasing female assignees, download it here.  

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