This paper looks at the role of implicit bias as a mechanism behind the gender gap and a potential threat to academic meritocracy. It focuses on implicit gender bias, examining how it plays a role in working conditions for women at universities, in recruitment and career advancement processes, and in research funding situations.

Universities, it is argued, can and do take action to mitigate and eliminate gender bias in their organisations. Evidence for bias is reviewed, examples of action at LERU universities are given, and nine recommendations for universities and other organisations and policy makers are formulated.