21 Nov Unit 6_MT497_Discussion response
13806Respond or elaborate on team discussion post below:
Having more women in senior leadership could help the company better reflect the people who use its platform, considering Meta has a user base that is majority female. Leaders with different backgrounds often notice issues or opportunities others might overlook. Women in senior roles could influence policies around safety, communication, and workplace culture in ways that support a wider range of perspectives, which ultimately helps Meta stay competitive and responsive to its users’ needs (Daft, 2021).
Innate biases likely played a role in Meta’s predominately male board of directors. People often gravitate toward promoting or selecting others who think like they do, which reinforces a narrow leadership profile over time. This happens in the military as well, certain individuals get opportunities, additional duties, or even positional promotions because leaders see them as being “like-minded.” Even when several people are qualified, those similarities in mentality or personality can influence decisions more than they should.
To avoid unconscious bias in hiring and promotions, organizations need structured and consistent processes. Standardized interview questions, clear scoring rubrics, and diverse selection panels help reduce subjectivity. Training leaders to recognize their own biases is also important, since awareness is often the first step in changing behavior. These kinds of systems ensure that decisions are based on merit and performance rather than assumptions or familiarity.
HRM can help advance underrepresented groups into leadership roles by creating mentorship programs, offering leadership development opportunities, and tracking promotion trends to identify unfair patterns. HR can also encourage accountability, similar to how the military uses promotion boards with specific criteria to maintain fairness across candidates, HR can create more opportunities for people who might otherwise get overlooked.
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