Gender stereotypes continue to shape how work is valued, how talent is assessed, and how people progress in organisations, often in ways that operate beneath the surface of conscious awareness. Despite decades of progress on gender equality, deeply embedded assumptions about leadership, competence and commitment continue to influence workplace decisions.

In this episode of The HR Room Podcast, Dave and Mary are joined by globally recognised researcher and DEI expert Lori Mackenzie, co-founder of the Stanford VMware Women’s Leadership Innovation Lab, to explore how gender stereotypes persist in today’s workforce — and why they matter for HR leaders.

Drawing on international research, real workplace examples and lived experience, the conversation examines how stereotypes show up in recruitment, promotion, performance assessment and leadership language. They discuss why women can also internalise and reinforce these beliefs, the impact of motherhood penalties, and how seemingly neutral words can carry gendered assumptions.

They also explore the growing role of AI in HR decision-making - both the risks of embedding existing bias at scale, and the opportunity to use data and pattern recognition to challenge inequity.

• Lori Mackenzie – Co-Founder, Stanford VMware Women’s Leadership Innovation Lab

• Why gender stereotypes remain deeply embedded in modern workplaces
• Findings from the European Institute for Gender Equality on attitudes to pay and work value
• How stereotypes influence hiring, promotion and reward decisions
• Why women can also internalise and reinforce gender bias
• The “motherhood penalty” and its impact on career progression
• How language reinforces narrow definitions of leadership and success
• Gendered descriptors such as “bossy”, “shrill” and “strategic” — and why they matter
• Where bias shows up across the employee lifecycle, from recruitment to development
• The risks of relying on “gut instinct” in hiring and promotion decisions
• AI in HR: amplifying bias versus using technology to identify patterns and blind spots
• Practical tools to block bias, including scorecards, rubrics and clearer success criteria
• The role of transparency, awareness and self-reflection in driving real change

• European Institute for Gender Equality – Gender Equality Index
• Stanford VMware Women’s Leadership Innovation Lab LinkedIn page
• Lori's website

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