Bedford: Four Ways to Stop Unconscious Bias from Sabotaging Your Executive Search Process

Many proven benefits have been found when an organization implements a diverse workforce –  increased profits and innovation, objectivity, improved efficiency and productivity, the ability to attract and retain top talent and overall employee happiness are just some examples.

On top of this, It has been found that companies with more women in leadership roles are 25% more likely to financially outperform their competitors. Unfortunately, among the largest publicly traded companies in the U.S., only about one in five board members are women and nearly one in 10 boards have no women. 

The Bedford Consulting Group analyzes four actions organizations can take to combat bias in the executive search process: 

  1.  Promote awareness of unconscious bias

  2. Remove gendered language from job descriptions

  3. Prioritize skills and disregard unnecessary criteria

  4. Diversify the interview panel

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Jessica Pezim
Thought leadership category