That article is painting a fantasy where there's no information asymmetry or self-interested players in an organization. In reality no one's got the time or interest to follow along behind every employee (male or female) going over their work product with a microscope in hopes of identifying and elevating talent.

The closest you see in the real world is fast-track programs where a few anointed employees are given challenging high-profile assignments and challenged to prove themselves before the next promotion. This approach doesn't scale, but it's better than nothing and so it's hard to resent companies for attempting it. As an employee outside of the fast track, it's up to you to change your situation. Often it's easier to get on someone else's fast track (i.e. at a new employer) rather than trying to catch a train you already missed at your current employer.

Given the limited attention and political capital your managers can use to help your career growth, one simply must take it upon themselves to craft and drive their own vision for career growth.