Track and balance task assignments to ensure women aren’t disproportionately given roles that don’t lead to promotions – #BeyondBias 13/20

With the BeyondBias campaign, CEC European Managers positions itself as a forward-thinking EU social partner, advocating 20 concrete recommendations for inclusive managerial leadership.

Among these, Recommendation 13 addresses one of the most insidious yet everyday forms of workplace bias: the uneven distribution of meaningful work.

Women frequently face limiting barriers, such as being assigned routine or low-impact tasks, including minute-taking, organising logistics, or compiling reports.

These tasks, although essential and often unrewarded, can trap women in supportive roles and hinder their career progression.

Recommendation 13 urges managers to monitor and redistribute assignments proactively, ensuring equitable access to strategic, high-visibility projects. The goal is twofold: on the one hand, to use metrics to identify disparities in who gets credit-worthy assignments, and on the other, to align tasks with development and promotion pathways, preventing women from being sidelined.

High-profile tasks and projects are gateways to career advancement. When women are consistently passed over for them, they’re denied visibility, credibility, and upward mobility.

As leaders and managers, we can ensure that the necessary skills are in the relevant places within companies.

Equitable practices are smart business. Harnessing diverse talents is vital for innovation and economic strength across Europe.

Practical Steps for Managers

Some of the practical steps managers can take to ensure no one is left behind include mapping to identify trends in undervalued assignment distribution, communicating upcoming opportunities, ensuring all team members receive leadership or visibility roles, and regularly tracking who is assigned to which tasks.

Recommendation 13 is the 13th among 20 proven measures in the BeyondBias initiative.

Download the 20 recommendations here [+]