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This paper contributes to our knowledge on talent management (TM) by conceptually and empirically investigating the peculiarities of TM and gender inclusion in talent development in the German context, as well as by analyzing whether TM is an inclusive HRM practice with respect to gender. Thus, we add an interdisciplinary perspective to the study of TM by linking it to important findings of gender and HRM studies with a specific focus on inclusion. A conceptualization of inclusive TM is suggested, and as a result of a comprehensive literature review, we identify five TM elements (talent definition, underlying career orientation, the content of talent development programs, the TM approach, and the talent selection process) which – depending on their design and characteristics – have an impact on the degree of gender bias and the discriminatory risk of TM. Respective propositions are suggested, and based on a qualitative comparative case study analysis, this paper provides empirical evidence from the German media industry, which shows important differences between cases in the identified TM elements and indicators concerning the gender inclusion of TM practices.
Festing et al. (Thu,) studied this question.