Affinity bias has the potential to impact all people management processes including who gets promoted, who is in the leaders’ in-group, who is seen as the go-to person, and who gets high profile assignments. Affinity bias occurs when we gravitate to people like us because it creates a sense of familiarity and comfortableness. Just like
On June 30th 2016, over 60 people gathered at Deloitte’s Brisbane offices to hack solutions to the problem of how to accelerate more ICT women into leadership roles. Using a blend of agile and leadership facilitation techniques, a team of talented facilitators guided teams through problem challenges to solve. Over 30 minutes teams had to define
Affinity bias occurs when we gravitate to people like us because it creates a sense of familiarity and comfortableness. Affinity bias is most often at play in the hiring process- when hiring managers implicitly hire in the image of themselves. Affinity bias also has the potential to impact all people management processes including who gets
This year I have been a mentee in QUT’s Fostering Executive Women’s Mentoring Program, as part of the Business School alumni. The program matches high-potential, high-performing women in business with industry leaders. I have worked closely with a mentor over the last 6 months to set goals & objectives as well as participation in informal professional education and networking.
Last week’s release of the Workplace Gender Equality Agency’s report found just 8.8 % of organisations have put in place internal targets to lift the number of women around the boardroom table. In business, what gets measured gets done. Organisations without internal diversity business measures are giving lip service to the diversity and inclusion agenda.