Even the best leaders can fall into bias traps. They’re often unintentional, but they shape who gets hired, who gets promoted, and who feels like they belong. Bias doesn’t make someone a bad person but ignoring it makes for bad decisions.
Inclusive hiring and promotion decisions don’t just happen because we want them to. They happen when leaders actively look for and challenge their own blind spots. Here are three common bias traps to avoid.
1. The “Just Like Me” Trap
It’s natural to feel comfortable with people who share your background, interests or communication style. But comfort isn’t a qualification. When leaders gravitate towards candidates who “feel like a good fit”, they risk building sameness instead of strength.
Ask yourself: am I hiring for comfort, or for capability? Seek out difference, not just alignment. Teams built on diversity of thought are more innovative, resilient and better at solving problems.
2. The “Prove It Again” Trap
Research shows that women and people from under-represented groups are often asked to prove their competence more than once, while others are assumed to be capable from the start. This can show up subtly – through extra questions, harsher evaluations, or slower promotions.
To avoid this, look at the evidence equally. Apply the same standards to everyone, and check your assumptions before you make a call. Consistency is what builds fairness and trust.
3. The “Potential vs Performance” Trap
When promoting, leaders sometimes reward people who look like leaders instead of those who consistently deliver. Potential can be subjective – often shaped by who’s already in positions of power.
Balance potential with performance. Ask: who has delivered results, improved, or lifted others? And who hasn’t had the same chances to show what they can do yet? That’s where inclusion meets opportunity.
The Takeaway
Bias is part of being human. The goal isn’t to eliminate it completely, but to name it, check it, and make fairer choices because of it. Inclusive hiring and promotions don’t just create equity – they create stronger teams that reflect the real world and the people we serve.