Bias is both an individual and a structural issue as it is embedded in how organisations define talent, make hiring decisions, assess performance, manage promotions, design succession planning, and distribute opportunities. Focusing solely on individual intentions risks oversimplifying a far more complex organisational challenge. I think the most effective solutions come from redesigning decision-making processes, increasing transparency, and building systems that reduce the opportunity for bias to influence outcomes. Sustainable change happens when organisations move beyond awareness and begin embedding equity and accountability into the structures that shape everyday leadership and organisational behaviour.