So why do you ghost her after a promotion interview?
It happens more often than you think;
↳ You said you’d follow up after the interview - then didn’t
↳ You promised feedback - but sent silence
↳ You shortlisted her for a promotion -but never closed the loop
↳ You told her she was “being considered” - then quietly moved on
You might not mean to.
But that’s not the point.
Because in the absence of answers, people fill in the blanks.
And when it’s a woman being ghosted in the workplace?
It becomes a leadership failure with gendered consequences.
I know. Because it happened to me.
I was offered the title of HR Director.
They celebrated me. Thanked me. Shared the news with other directors.
And then - nothing.
No follow-up.
No paperwork.
No conversation.
Just a slow, quiet silence until the opportunity disappeared altogether.
And it's never because of something SHE did wrong (I revealed I was pregnant, then the promotion was silently stripped off me - the second time I was discriminated against in the workplace for being a woman).
And ghosting doesn’t just affect the person.
It corrodes the entire culture.
↳ Women lose trust in progression systems
↳ Your team sees it and starts disengaging
↳ And you lose credibility every time you avoid closure
Ghosting isn't about performance failures, it's often about avoidance.
Because saying nothing feels easier than giving a clear, respectful “no.”
Ghosting doesn’t protect your brand.
It exposes your leadership.
And if you’re serious about retaining top talent especially those who are underrepresented and feel unseen, like women -
You need to lead with feedback, not fear.
Have you ever seen this happen - internally or externally?
What message did it send to the wider team?
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Founder of HR Habitat, award winner of "Best HR & Employment Law Consultancy, 2024" title. As featured in BBC Oline, BBC Asian Network Radio, Telegraph & more.
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