Michelle Travis is a professor at the University of San Francisco School of Law, where she directed USF’s Work Law and Justice Program. She joined Forbes in 2024 to cover leadership strategies for building equitable and inclusive workplaces.
phenomenon, which makes it harder for women to be recognized as workplace"stars," despite comparable achievements. But there are steps that organizations can take to prevent this bias from impacting high-performing women.Business leaders are more likely to perceive men as “ star performer s” than women. As a result, top-performing women often receive less recognition than men, despite comparable achievements.
This finding debunks the notion that women can overachieve their way to workplace recognition. It turns out that business leaders’ ability to identify “star performers” is not as objective as they might think. The good news is that organizations can take steps to mitigate this specific form of gender bias.
“Implicit biases about what defines a star performer could inadvertently lead to favoring high-performing men over high-performing women,” the researchers explained, “through greater mentorship, access to collaboration opportunities, and accurate performance evaluations.” The researchers offered three suggestions for how companies can mitigate the “think star, think men” effect.Gender bias tends to flourish in subjective decision-making contexts. So Aguinis and Villamor recommend that companies adopt structured, evidence-based performance evaluations that rely on objective criteria with achievement-focused metrics. Gender bias can be further reduced by using blind or anonymized data during performance, promotion, and compensation reviews, when feasible.
Isabel Villamor Gender Bias Star Performer Women's Leadership Sex Discrimination Top Performer
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