ABSTRACT
Many companies today just seem to focus on meeting diversity in entry-level positions through equal employment opportunity (EEO) regulations, however that is where it ends. Linking diversity goals with performance goals and financial incentives should be formalized through human-resources policies and reinforced through senior management commitment. Managers are also more open to improving the collective performance and discussing career development opportunities with employees. When organizations include women in their management teams, they should expect above the average performance. One of the most serious issues regarding the scarcity of women in top management teams (TMTs) and corporate boards is the perseverance of gendered leadership. Senior executives should also encourage performance dialogues, invest in women's leadership development, and use evidence-based discussions to spearhead best practices that drive success. Establishing a leadership priority for change has been the most successful of all diversity initiatives.
