‘MARY WILL GET PROMOTED BECAUSE SHE IS A WOMAN’
Fatimah had just joined the company and was excited to meet the team. During lunch, she ended up sitting next to one of the company’s key leaders. As they chatted, the conversation shifted to promotions, and the leader said something that shocked her.
He said, "Mary will get promoted because she is a woman. We have a quota for female leadership, and our company values diversity, so she will be promoted."
Fatimah was puzzled. It sounded like Mary’s promotion was based on her gender rather than her qualifications or performance.
Fatimah’s story highlights a crucial issue: how leaders convey diversity and inclusion can significantly affect perceptions of fairness and trust. Here are four key suggestions for leaders:
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Emphasize merit and qualifications: highlight Mary’s skills, leadership, and accomplishments, ensuring the focus is on her capabilities.
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Frame diversity as a value not a quota: avoid using language like "quota" instead, explain how diversity aligns with organizational goals fosters innovation and strengthens the team.
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Promote transparency in decision making: communicate the criteria and processes for promotions to build trust and confidence in the fairness of decisions.
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Celebrate individual contributions: acknowledge Mary’s achievements as the primary reason for her promotion with diversity as a complementary factor.
By communicating thoughtfully, leaders can build a culture that values both equity and merit, inspiring confidence and respect across the team.