Promote for potential

Actions to try

Measure with Meaning now : gather granular data about the last twelve months of hires and promotions, getting as granular as possible about all dimensions of possible inequality. Use this as an internal benchmark and determine to what extent promotion is proportionate to the representation of the group in question.

Replace line manager decision making with ‘promotion panels'. Individual decision making invariably brings in bias (both positive and negative) whereas a panel will hold each other accountable for making equitable decisions, ensuring sufficient rigour has been applied to the process.

Recruit based on match to the qualities, skills and attributes needed for the role, rather than past experience. In job descriptions and advertisements, avoid absolute requirements in terms of years of experience, awards won and previous salary.

Set up a sponsorship program for rising talent (both female and male) that steers people through promotions.

Manyofthecasestudieswehavecollecteddescribehoworganisations‘promoteforpotential’includingthosefromConker, Diageo, Quiet Storm, PepsicCo, Publicis and Vodafone.