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In the context of patriarchy having existed for several millennia and the gender pay gap that is ubiquitous in most walks of business, I take sides with the GCs and even further with the LSE Gender Equality Project (which advocates for quotas).

Bias can be subconscious and drawn from out-dated expectations of biased expectations of clients or the market, e.g. that a receptionist should have certain attributes or that a certain type of lawyer needs to project certain types of mien and behaviour.

It probably is still the case that some organisations will appoint 'hard men' to middle management positions - as was a norm until recently.

We are not yet living in a post-discriminatory world and probably won't be for a very long time.

We have to be mindful of equality policies when recruiting, selecting and promoting.