Implications: Enhancing the Promotion Decision Process

This study suggests that the promotion decision process may unintentionally undermine corporate objectives to improve managerial diversity. Even with clear intentions to develop and promote women (and people of color), several subtle yet potent dynamics can perpetuate systematically differential treatment of dominant and nondominant groups. In particular, the findings suggest that male decision-makers tend to choose men for promotions because of a perceived comfort level, and they choose women for the personal strength they exhibit or the familiarity (tenure) and continuity they already have in a particular job situation. In an effort to make the best decision for the company (and for the ...

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