Diversity is good for business. It is well established that a strong link exists between diverse organisations and better business outcomes, where gender balance is the yardstick for overall diversity.1 Accessing the beneﬁts of diversity demands that our organisations be meritocratic. Yet, deﬁning who has merit and who does not without introducing subjectivity and bias remains challenging in practice. This is especially true when it comes to promotions and senior appointments.
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