The journey toward gender equality has been long and challenging. In recent years, open and transparent advocacy, along with companies championing meaningful change, has played a crucial role in accelerating progress. Today, inclusivity is not just encouraged; it is expected. As expectations rise and information spreads faster than ever, organisations are under increasing scrutiny from candidates, clients, communities, investors, and the media regarding their support for and treatment of women.
At Opus People Solutions, our mission as a recruitment agency is to connect people with meaningful job opportunities. With a strong commitment to equality, diversity, and inclusion, we understand the importance of leading by example.
This blog explores how we can break the bias in recruiting women in the workplace. The need for progressive mindsets and inclusive behaviours remains as urgent as ever, both inside and outside the workplace.
Understanding Bias
Bias is a systemic prejudice for or against something or someone based on stereotypes. Biases can adversely impact our judgment, causing us to make non-fact-based decisions in favour of one person or group to the detriment of others.
Biases can be either conscious, where individuals are aware of their prejudices, or unconscious, meaning they influence decisions and perceptions without awareness. These biases can take many forms, including those related to gender, race, age, and ability. From an early age, we absorb biases from our surroundings, shaped by the culture and context in which we were raised. Think about your own upbringing and life experiences—how have they influenced the way you see the world?
While conscious bias is generally recognised as harmful and, in many cases, illegal, it is often easier to identify and address. Unconscious bias, however, is far more difficult to address for several reasons.
First, because it operates beneath the surface, individuals may be unaware of their own biases - yet we all have them. This makes reducing or eliminating them particularly challenging. Second, unconscious biases are subtle and can be difficult to detect without training. They often disguise themselves under seemingly neutral concepts like "culture fit," "experience," or "low risk." As a result, identifying and addressing these biases often requires careful data analysis to uncover patterns and systemic issues.
In recruitment, decisions based on "fit" often lead to hiring candidates who resemble the hiring manager in ways that have little to do with job performance. This unconscious preference results in favouring familiarity over diversity, meaning we tend to hire people we like - who are often just like us. When the majority of hiring managers are men, this bias disproportionately impacts women, leading to fewer being selected.
According to Lazlo Bock, former CPO of Google, “Too many people see hiring as an instinct art form, honed by years of their own experience. When asked, three-fourths of people involved in the interview process at elite law, banking, and consulting firms admitted to making hiring decisions based on their gut.”
When these biases are systematically (albeit unintentionally) embedded into our processes, they weaken talent management efforts and deal a fatal blow to diversity, equity and inclusion aspirations. Therefore, de-biasing the people process helps to improve organisational decision-making, resulting in better business outcomes and increased workplace equality.
6 Ways to Eliminate Gender Bias from the Recruitment Process
1. Implement a gender-neutral recruitment process through language
The use of language, research has found, can unintentionally reflect stereotypical gender roles.[1]
An area of debate and consideration for any organisation is how the use of language and linguistic forms to advertise vacancies and roles can shape certain perceptions. Without realising it, people often use gender-coded language due to being brought up in a gender-biased society. Different societal expectations for both men and women can seep into language.
When drafting your job adverts, review the language you use. Avoid using gendered pronouns like “he/him” and “she/her” and opt for gender-neutral pronouns like “they” or “you”. This also applies to gendered job titles such as “Salesman” or “Chairman” which can be changed to “Salesperson” and “Chair”. Be mindful of words that may unconsciously appeal more to one gender. Words like “dominant” and “competitive” can be replaced with “motivated” or “collaborative”.
It is also important to describe behaviours instead of using phrases that point to the person who would be considered for the role, as this could lead to biased interpretations. Reviewing the language you use to ensure it is inclusive will help reduce gender bias and include those who are gender-fluid or non-binary.
The UK government is at the forefront of this and is already set to begin trailing gender-neutral language in apprenticeship advertisement, in the hopes of increasing diversity amongst apprenticeship programmes.[2]
2. Remove interview process bias
Having a series of standardised questions that are used consistently across the whole process, makes it easier for the interviewer to make a fair comparison between each candidate. These questions can include some icebreakers, easier and any technical questions relevant to the role. Having guidelines to record and interpret responses during an interview is imperative.
It’s also a good idea to identify the preferred answer to each question you are asking before you conduct the first interview, so you know when you have found the perfect candidate.
3. Use a diverse interview panel
Depending on the type of interview process, you may be able to elect a gender diverse interview panel which can reduce the risk of unconscious gender bias. If possible, it is a good idea to extend this strategy to have a fair mix of cultural diversity and age range when conducting a series of interviews.
4. Introduce flexible work policies and parental leave
Over the past few years, flexible working has become a key part of many organisations, with the introduction of flexible work policies and new parental leave benefits. These initiatives not only improve employee retention but also help bridge the gender equality gap by ensuring equal opportunities for men and women with caregiving responsibilities.
Historically, women with caregiving duties often faced barriers to career advancement due to reduced visibility in the workplace. However, with more inclusive policies in place, both parents now have the same opportunities to progress in their careers.
By shifting the focus to performance-based assessments and promotion systems that reward achievements rather than time spent in the office, organisations can create a more equal work environment. This approach will help employees feel valued, motivated, and recognised for their contributions, while also helping to break down gender biases, particularly for mothers returning to work.
5. Actively support women and educate unconscious bias
Supporting women in advancing to senior roles and diversifying at the board level is vital. Leading companies such as Accenture, Barclays, and KPMG have set clear gender diversity targets across business lines and functions, aligning them with measurable deadlines. This structured approach allows them to track progress and ensure they are actively encouraging women to pursue career growth and leadership opportunities.
In addition to these efforts, educating employees about unconscious bias is a simple yet powerful step toward meaningful change. By increasing awareness, we can help individuals recognise and challenge their own biases.
6. Express your commitment to equality, diversity, and inclusion
Candidates want to know they'll feel welcome before they make the effort to apply. Add a statement at the end of your job description to show your commitment to equality, diversity, and inclusion.
[1] Job advertisements that use masculine wording are less appealing to women. Danielle Gaucher, Justin Friesenand Aaron C. Kay, https://gap.hks.harvard.edu/evidence-gendered-wording-job-advertisements-exists-and-sustains-gender-inequality
[2] Gender-neutral language in apprenticeships. Hollie Ryan. https://www.peoplemanagement.co.uk/experts/legal/gender-neutral-language-apprenticeships#gref
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