As you can see, there are some serious biasing effects that might be introduced into talent programmes simply because of a person's gender and the idea of the gendered organisation. We would like you to think about the following questions:

Questions

1 To what extent do you think that gender is a real issue in the fairness of talent identification?

2 Do you think it is possible to overcome gender bias in talent management programmes?

3 What practices could organisations put in place to minimise gender bias?

4. Can you suggest any additional factors to the five identified by Festing and colleagues (2014) that would accentuate gender bias?