Research reveals that high-potential programs which rely on subjective criteria like passion may inadvertently reinforce gender disparities in leadership.
By identifying and developing promising employees early, high-potential programs aim to level the playing field and increase the representation of women in senior roles. But new research reveals an unintended consequence: When they rely on subjective criteria like an employee’s passion for their work, these programs may actually reinforce gender disparities. In theory, passion is a positive attribute linked with drive, dedication, and motivation.
Yet in practice, displays of passion benefit men disproportionately. Rather than serving as an equalizer, high-potential programs that emphasize passion inadvertently stack the deck in favor of men, especially those whose performance is solid but not exceptional. This underscores the need for organizations to scrutinize their selection processes for high-potential programs, especially those that emphasize subjective criteria like passion. High-potential programs are widely used to identify and fast-track employees seen as the most likely to thrive as future leaders of the organization. These programs frequently rely on subjective criteria, such as an employee’s passion for their work, as indicators of potential
GENDER HIGH-POTENTIAL PROGRAMS PASSION LEADERSHIP INCLUSION
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