Who closes the door? Break down the glass ceiling…or unwittingly reinforce it?
What if, without intending to, you were closing the very door others are trying to open? Beyond parity metrics, everyday decisions—word choice, arguments, criteria—shape women’s access to power. This scenario puts you where it all happens: the room where people decide who gets in—and who stays out.
This could be your situation.
Your executive team needs to appoint two new members to strengthen the leadership team.
HR presents a strong pool: several hig-potential female candidates with cross-functional project experience
But as the discussion unfolds, objections surface:
- “She has just had a second child; it may be too soon for more responsibility.”
- “She’s highly competent but still lacks visibility in key networks.”
- “We already have a woman on the committee; diversity is covered.”
You are asked, as a manager, to give your view before the team makes its decision.
You are torn between several possible attitudes Which is the right one? You need to identify the advantages and drawbacks of each—instinctive, reactive, or proactive. None is entirely right or wrong.
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