Part of that is a chicken/egg problem - because women were being passed over for promotions or recognition, this meant weaker resumes and references, which meant less opportunity, especially at the higher end of the job ladder.
Because management tends to be risk-adverse, hiring anyone into management hoping they will “grow into” the position is less likely, let alone individuals who might suffer from conscious/unconscious hiring bias.
I worked with our last HR team to implement blind hiring (essentially taking names off of resumes and having HR do initial screenings to help with unconscious bias, but that doesn’t solve the past issue of less higher-end opportunities for those who were subject to advancement bias, unfortunately.
