By identifying and developing promising employees early, high-potential programs aim to level the playing field and increase the representation of women in senior roles. But new research reveals an unintended consequence: When they rely on subjective criteria like an employee’s passion for their work, these programs may actually reinforce gender disparities. In theory, passion is a positive attribute linked with drive, dedication, and motivation. Yet in practice, displays of passion benefit men disproportionately. Rather than serving as an equalizer, high-potential programs that emphasize passion inadvertently stack the deck in favor of men, especially those whose performance is solid but not exceptional. This underscores the need for organizations to scrutinize their selection processes for high-potential programs, especially those that emphasize subjective criteria like passion.
