Yeah, I definitely sense some saltiness in the parent comment. While he is right that it is totally possible to encounter such a workplace, i would argue that i

Yeah, I definitely sense some saltiness in the parent comment. While he is right that it is totally possible to encounter such a workplace, i would argue that if you control for the gender disparity in the workplace, it becomes just as likely to encounter such a situation, but with genders switched. And even then, neither of those two scenarios are more likely than just straight up a regular workplace where a boss straight up doesn’t care about your gender and promotes based on the usual “business impact, performance, team impact” metrics. I realize this is just an anecdote, but my previous team was over 50% women (the boss was a female as well), while my current team is much more male dominated, and i have noticed pretty much zero differences when it comes to promotions and the breakdown of those when it comes to gender. Talking about my old team, it had the typical subgroups, like high performers who got promoted fast, slightly slower performers, people who were temporarily in a performance rut (who eventually got out of it), etc. And I observed no anomalies in gender disparities between all those groups, as they were pretty gender balanced and (imo) very fair, given my knowledge.