Recently we published a post on how having more of Workplace Female Leadership goes beyond practicing diversity to improving a company’s bottom line. If you missed that post, you can find it here. In this post, we present three more ways in which you can encourage the development of more female leaders within your organization

Acknowledge the Possibility of Bias

Instead of turning it into a witch-hunt, it’s imperative to explain that the potential for bias is not unusual. Some companies are assisting their staff to fight this by providing trainings and opening up to more diverse applicants.

Mentor Employees

Instead of making coaching a casual part of the manager’s role, every manager should organize bimonthly face-to-faces with each employee. By making these face-to-face meetings standard for all, managers can guarantee they are not deliberately giving preference to some employees over others.

Deal with Imposter Syndrome

Though often related to women, studies reveal that imposter syndrome has an effect on both sexes. It could possibly be the reason that gifted individuals are within your organization are not getting promoted. To tackle this occurrence, train your employees to fix challenging but achievable goals, and impart to them how these achievements can be used to set a benchmark for progress between them and their manager.