Develop gender diversity in management

Companies are increasingly expressing their desire to foster greater diversity within their organizations. This trend, which began some time ago in the U.S., has recently become popular in Europe as well. In particular, one of the key objectives of diversity initiatives is to break down the famous glass ceiling, the invisible barrier that prevents a large majority of women from attaining management positions.

A great deal has been written on the subject, almost exclusively by women authors. We have selected a few pieces that look at gender diversity from a strategic perspective, rather than merely defend it on ideological grounds. These publications offer a thorough analysis of the reasons women are excluded from the top and make recommendations based on the successful experiences of a few pioneers.

We have drawn the following conclusions from our analysis of these texts:

– Make efforts to develop a more gender-diverse management team, as this can be a real strategic asset.

– Be aware that the real reasons that so few women are found in the management ranks are often misunderstood.

– Start by breaking down the hidden barriers that keep women from being promoted.

– Assess the corporate culture to ensure that it enables the coexistence of diverse management models.