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.
candidate in organizational hehavior at the Rotman School of Management at University of Toronto. Her research focuses on how people form impressions of others, and how these impressions then impact important organization outcomes. She explores these interests through both the lens of gender, and emotions.is an assistant professor in the Organizational Behavior Unit at the Harvard Business School. He received his PhD in management from Columbia Business School.
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