The Irrelevance of Gender Quotas in Achieving Interview Success and Professional Excellence
Author: André L. Belleville
Introduction
Today I am writing about a topic that is based on a very personal story framed by the overarching principle:
"Secure the Opportunity, Disregard the Why, and Validate Your Worth Through Excellence."
This axiom serves as a cornerstone for professionals at all levels, from individual contributors to C-Level executives, emphasizing that the essence of success lies not in the conditions that initially brought one into a role, but in the substantive contributions made thereafter. The article aims to clarify why this principle is fundamental in today's complex and ever-changing business landscape.
Let's go back in time - Back in the year 2016!
I'd like to recount an experience that unfolded in 2016 when I assumed the role of Director for a sizable international consulting team comprising 300+ professionals and overseeing triple-digit revenue figures. My management team was notably gender-skewed, with six females and three males. This occurred during a period when my company had swung decisively towards prioritizing diversity and inclusion—not through a gradual approach but via an abrupt, calculated strategy aimed at fast-tracking female executives into leadership roles.
For context, it's worth noting that during my two decades of leadership in the organization, I conducted interviews across all levels of the hierarchy. My evaluative criteria for selecting candidates have always focused on attitude and potential, rather than on gender or other demographic factors.
As I commenced my initial one-on-one interactions with the newly appointed managers on my team, I was confronted with a recurring question. Four out of the six female managers inquired independently yet similarly:
"André, I'd appreciate complete transparency. Was my appointment to this managerial role a result of my qualifications and skills, or was it to satisfy a gender quota?"
I confess that the question took me aback momentarily. My response, rooted in utmost sincerity, was that each was chosen based on their undeniable qualifications, experience, and alignment with our corporate values—a conclusion I could confidently draw from thoroughly reviewing their performance assessments.
This experience had a long-lasting impact on me, raising questions beyond the professional world. As a father of two daughters soon to enter the workforce, it prompted me to ponder what advice I could give them. Would they harbor doubts about the reasons behind their job appointments, particularly considering gender quotas?
This paramount encounter has significantly informed my advisory philosophy in my role as an executive search headhunter and father. I am unequivocal in my position that the underlying reasons for your initial job appointment—whether based on merit, untapped potential, or the fulfillment of a diversity quota—are of no importance for three significant reasons:
- Skill Validation: The true barometer of your capabilities is not why you were hired, but how effectively you can perform your job responsibilities. Your skill set, expertise, and the value you add to the company will be your legacy.
- Professional Evolution: In a rapidly changing business environment, adaptability and a commitment to continuous learning are key. Your initial qualifications may get you through the door, but your ongoing professional development will ensure your viability and growth within the organization.
- Cultural Contribution: Beyond technical skills and professional growth, your ability to adapt to the business culture, work in tandem with team members, and contribute to a positive
Summary
Your ultimate value to an organization will be measured by your enduring commitment to excellence, your relentless pursuit of knowledge, and your unwavering dedication to personal and professional development, regardless of the original incentive for your employment.
