Pratap Executive’s Opinion & Methodology

Actively mitigating bias and ensuring diversity in search is not just an ethical imperative, it creates a positive strategic advantage.

One of the most effective ways (and also one of the simplest), is to create a diverse gender search team and / or interviewing panel. It supports a more level playing field for candidates, brings a diversity of assessment and is one of the most effective solution to unconscious bias on gender.

In this article, we explore why unconscious bias matters, the value of diverse perspectives during the interview process, and how Pratap Executive’s distinctive approach — having two partners as part of our search delivery team — enhances decision-making and delivers superior outcomes.

Understanding Unconscious Bias‍

Unconscious bias refers to the subtle, often unrecognised stereotypes and preferences we hold that can influence decision-making. In recruitment, these biases can manifest in a variety of ways — from unconscious preference for candidates who share similar backgrounds to gender or racial biases that affect evaluations of a candidate’s competence or potential.

Research shows that people tend to make quicker decisions and judgements based on unconscious biases, often without realising it. This can negatively impact diverse talent pools, leading to the under-representation of women, minorities, and other marginalised groups in leadership and decision-making roles.

Recognising and addressing unconscious bias is essential for organisations that seek to foster a truly inclusive environment and build high-performing, diverse teams.

‍Why a Diverse Gender Interviewing Panel Adds Value

‍‍One of the most impactful ways to counter unconscious bias is to assemble a diverse interviewing panel, particularly with a gender balance. When interview panels consist of individuals from different genders, they bring varied perspectives that can challenge biases and provide a more balanced view of a candidate's suitability for a role.

A gender-diverse panel:

• ‍Reduces Bias in Evaluation: Studies have shown that candidates who are evaluated by gender-diverse panels tend to receive more objective assessments. Having a mix of genders allows interviewers to view candidates through multiple lenses, making it less likely for unconscious biases to skew judgment
• Broadens Perspectives: Gender diversity within the panel allows for different approaches to problem-solving, decision-making, and collaboration, which can be invaluable during the selection process. The variety of viewpoints enriches the decision-making process, ensuring that no single perspective dominates
• Promotes Inclusion: A diverse panel signals to candidates that the organisation values inclusivity and diversity at all levels. It reflects the company’s commitment to creating an environment where people of all genders can thrive and succeed, setting a positive tone for the future relationship.
• Increases Candidate Comfort: Candidates from diverse backgrounds, especially women and minorities, may feel more comfortable in an environment where they are being evaluated by a group that reflects the diversity they hope to see in the company. This can help increase confidence in the recruitment process and make candidates more likely to accept an offer, knowing that the organisation values diversity at the leadership level.

Pratap Executive’s Unique Approach: Two Partners in the Search Delivery Team

At Pratap Executive, our approach to executive search sets us apart. We understand the importance of having a comprehensive, balanced, and thoughtful search process. That's why we have two partners involved in every search delivery — one male and one female. This dual-leadership model not only helps to mitigate bias but also ensures a holistic perspective on every candidate evaluation.

Here’s how having two partners in the search delivery team benefits both the client and the candidate:

• ‍Balanced Decision-Making: With two senior partners working together, each bringing their own perspective and expertise, we create a balanced decision-making process. This collaboration ensures that no single viewpoint dominates the search process, and we can assess candidates from multiple angles, reducing the impact of unconscious bias.
• Diverse Candidate Pool: By having two partners, we are better positioned to challenge assumptions and biases that may limit the diversity of the candidate pool. We can advocate for and promote diverse talent more effectively, ensuring that the shortlist of candidates is representative and inclusive.
• Comprehensive Insight: Different genders often bring different insights and leadership styles to the table. When two partners — with varying perspectives — evaluate candidates, we are able to assess qualities that might otherwise go unnoticed. For example, women in leadership may recognise different potential in female candidates that might be missed by an all-male panel, and vice versa.
• Enhanced Relationship Building: The two-partner approach also helps build stronger relationships with both clients and candidates. Clients benefit from having two experienced senior partners involved in the search, while candidates appreciate the approachability and understanding that comes from a gender-diverse team. This collaborative model fosters trust and transparency throughout the hiring process.

Pratap Executive’s Commitment to Female Representation‍

A core differentiator at Pratap Executive is our strong commitment to female representation. Our emphasis on having a female partner in every search team is not just a strategy — it’s a key part of our ethos. Women are often underrepresented in leadership roles across many sectors, and our goal is to help bridge this gap by offering a more inclusive and balanced approach to talent acquisition.

By ensuring that one of the partners on every search team is female, we:

• Ensure that the voices and perspectives of women are always considered
• Help clients navigate gender diversity in leadership roles, advising on how to achieve more balanced, inclusive boards and executive teams.
• Encourage organisations to invest in female talent, ensuring that women are given equal opportunities in senior leadership and decision-making roles.

At Pratap Executive, we are passionate about delivering results that not only meet the immediate needs of our clients but also contribute to long-term diversity and inclusion goals. Our unique approach and strong female representation ensure that we bring added value to every search, helping our clients build more balanced, forward-thinking, and innovative teams.

Our summary

Addressing unconscious bias and fostering diversity in the recruitment process are more than just buzzwords; they are essential elements of a successful and inclusive hiring strategy. By assembling diverse interviewing panels and ensuring that our search teams reflect this diversity, Pratap Executive is helping to create workplaces that are more inclusive, balanced, and representative of the world we live in.

Through our dual-partner approach and commitment to strong female representation, we’re not only providing our clients with the best talent but also helping them to build teams that are diverse, forward-thinking, and equipped to navigate the challenges of today’s complex business environment. At Pratap Executive, we believe that diversity is a competitive advantage, and we’re proud to bring this value to our clients and candidates alike.