ABSTRACT
Senior managers who make diversity an explicit focus of talent management processes hire more women to management positions as well as sponsor and promote women from within. They have the sensitivity skills and urgency of building cultural awareness of subconscious gender stereotypes and responding positively to situations when management took a 'risk' by appointing females to leadership roles. Organizations need to consider tailoring their corporate leadership lifestyles to allow mothers to continue a healthy work-life balance while they are raising children. Fewer women in leadership roles is not only an issue for career development, but it also negatively affects the potential for robust and creative management, which results from a diverse leadership team. It is a critical success factor for any organization to have a healthy balanced workforce and leadership team working collaboratively toward the goals of the organization in a constant learning environment.
