Myth: Many organisations believe their hiring and promotion decisions are based purely on merit. But true objective merit is hard to come by when hidden biases and unequal access come into play. 

Fact: We all arrive at work with what’s called ‘career capital’. Aside from our qualifications and experience, this can also include things like the schools we went to, our professional networks and any informal mentors who can smooth the way for our progress. These have nothing to do with merit, but can inadvertently give us an edge over others. 

True meritocracy asks us to first level the playing field so those with less career capital but equal, or even greater, skill can fairly compete. This requires diversity and inclusion measures, so if you aren’t using those you’re probably not as meritocratic as you think. 

What the experts said:
“When I hear employers tell me that their workplace is completely based on merit… I see that as a bit of a red flag… Diversity initiatives were designed to enhance our ability to make meritocratic decisions. They were designed to expand the talent pool.”
– Ruby Leahy Gatfield

“Saying ‘we work on merit’ can just be a reflection of what people don’t see and what they’re not aware of, as opposed to a fullest expression of human potential and truth.”
– Scott Barrow

Myth: Closing the gender pay gap is as simple as offering the same pay for the same work. This is more a myth-understanding than a myth’ed opportunity. 

Fact: Equal pay for the exact same role has been a legal requirement for decades, yet Mr Average still earns significantly more than Ms Average. This is what we mean by the pay gap, and it reflects socio-economic factors that prevent women from having the same opportunities to work – and at work – as men. Things like unequal caregiving and parental duties at home limit women’s capacity to engage in paid work. And gender discrimination and bias, which stymie their ability to progress to the senior roles or male-dominated industries that earn more.  

What the experts said:
“Equal pay is what we get paid… The gender pay gap tells us a much bigger story. It’s a litmus test for gender equity across an organisation. It looks at bonuses, overtime, acting-up roles, and senior representation.”
– Briana Blackett

Myth: When women step back from paid work or career progression after having children, it’s frequently labeled as a personal preference to “opt out” of the corporate ladder.

Fact:  It’s often due to a lack of genuine agency caused by high childcare costs, uneven domestic burdens, and rigid workplace environments.

What the experts said:

“Is she making a fulsome choice based on all of the options available to her or is she just choosing the best of the options that she actually feels are available?”
– Desiree Bensley

“The deck’s stacked against them… Women aren’t opting out; they just find it really hard to opt in.”
– Scott Barrow

Challenging these workplace myths is more than just an exercise in setting the record straight – it’s essential for creating truly fair, inclusive, and high-performing teams. Looking beyond the gendered norms and stereotypes helps us see how people actually live and work, and build organisations that reflect reality, not outdated assumptions.