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Catherine Early
Founder | Fractional COO at Early Growth Partners

Bias doesn’t always look like exclusion. Sometimes it looks like ambiguity.

When “leadership presence” and “culture fit” replace explicit criteria, progression becomes a judgment call – and judgment calls tend to reward what leaders already recognize. That shows up as slower promotions, fewer stretch opportunities, and quieter credit gaps.

Operating systems can address this.
• leveling + promotion rubrics with concrete examples
• structured reviews that require evidence
• work/visibility allocation audits (including “glue work”)
• sponsorship as a leadership requirement

The future is measurable: track opportunity, promotion velocity, and pay progression by level – then close gaps like you would any other risk.

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