21 Nov Unit 6_MT497_Discussion response
13805Respond or elaborate on team discussion post below:
Meta stands to benefit significantly from having more women in senior leadership, as its user demographics lean slightly toward women, and leadership diversity tends to improve decision-making quality, innovation, and cultural sensitivity. As Daft (2021) explains, diverse leadership brings broader perspectives and better alignment with customer needs, which is especially important for a global platform like Meta, where women represent over half of U.S. users. Female leaders also tend to champion inclusive policies such as equitable pay, parental leave, and flexible work arrangements, which can increase engagement, retention, and organizational commitment across the entire workforce. Increasing representation also helps Meta build credibility with its user base and demonstrates a commitment to diversity in an industry where gender gaps remain significant.
Innate biases likely played a significant role in Meta’s historically male-dominated board. The tech sector has long been shaped by masculine cultural norms and homogenous hiring networks that perpetuate themselves. Daft (2021) notes that implicit biases often influence decisions more than leaders realize, even when organizations intend to be objective. I have seen this in my own workplace, where leadership positions were filled through informal networks rather than through structured evaluations. Senior leaders often selected candidates who looked or thought like them, unintentionally limiting diversity and leaving competent people from underrepresented groups out of advancement opportunities.
Organizations can reduce unconscious bias by implementing structured hiring and promotion processes that emphasize job-related criteria, standardized interviews, and diverse hiring panels. Training managers to recognize and interrupt implicit bias is also critical. Anonymous resume reviews, precise performance metrics, and accountability systems that track promotion outcomes help ensure fairness and transparency (Daft, 2021). HRM plays a crucial role in this process by building strong talent pipelines, offering mentorship programs, ensuring equal access to development opportunities, and incorporating diversity goals into succession planning. When HRM embeds diversity and inclusion into recruitment, performance management, and leadership development, underrepresented groups have a much better chance of rising into meaningful leadership roles.
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