Principle 4 Management and Governance
Key Element A Management & Governance

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Studies have demonstrated a link between a company's performance and the proportion of women serving in its governing body. Organizations need to expand this process and ensure women are represented at key positions throughout the company. Having women in these key leadership positions also sends a strong message to employees that the company's commitment to diversity is not just a marketing ploy, but an actual strategic corporate value. In a global marketplace, the ability to draw on a wide range of viewpoints, backgrounds, skills, and experience is critical to a company's success as it increases the likelihood of making the right strategic and operational decisions, encourages innovation, contributes to a more positive public image, and ensures a more balanced approach to risk management and oversight.

There are 10 indicators for this element.
Indicator 1

Review the demographics of all executive positions, including the board of directors. Analyze the number of women promoted to management positions, including positions with budgetary decision-making.

Implementation level
Indicator 2

Review patterns to determine how many women are in training programs, how many are offered jobs and promotions, and how many women may have refused management positions and why. Measure the impact of mentoring, sponsorship, and networking programs on employee success.

Implementation level
Indicator 3

Measure employee feedback on diversity practices and analyze results by gender.

Implementation level
Indicator 4

Amend the Nominating and/or Governance Committee Charter to include gender diversity as a desired characteristic of board nominees.

Implementation level
Indicator 5

Establish policies and undertake proactive efforts to recruit and appoint women to managerial positions and to the corporate board of directors. Provide specific internal recruitment guidelines to ensure female candidates are part of every director and executive search.

Implementation level
Indicator 6

Expand the executive and director search process to identify women candidates who may be leaders in underrepresented fields in executive management, such as non-profits and public agencies.

Implementation level
Indicator 7

Analyze the quality and visibility of assignments, client referral, and business opportunities to maximize equity between men and women.

Implementation level
Indicator 8

Develop safeguards to prevent discriminatory client preferences from impeding female career advancement.

Implementation level
Indicator 9

Institute a full 360-degree review process for managers to determine the extent to which they are perceived as committed to gender equality and inclusion and include progress in implementing gender initiatives as a factor in manager performance reviews.

Implementation level
Indicator 10

Examine potential adverse gender impacts of budget allocations on compensation, training, recruitment, and professional development of women, and ensure sufficient revenue for gender initiatives.

Implementation level

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The Business Case for Women: Quantifying the Economic Value of Diversity
The Council of Women World Leaders hosted the Closing the Global Gender Gap: The Business Case Conference for Organizations, Politics, and Society, which brought together academics, (More...)
executives, and world leaders to disseminate and analyze research that proves including women at the top levels of organizations is not only the right thing to do, it is also good business. This research compendium brings together many documents referenced at the Conference, and provides a compelling case for closing the global gender gap in organizations, politics, and society. (Hide)
Article. pdf, 365KB Added 12/28/2010

Why We Need Older Women in the Workplace
Article highlighting the importance of having a variety of women role models in every workplace, and the issues that women face in staying employed after a (More...)
certain age. (Hide)
Web. Added 10/3/2016

OnBoard Bootcamp
For-profit organization that provides corporate board training, marketing skills, strategy, and network for women to secure board positions. Web. Added 2/16/2010

InterOrganization Network (ION)
An organization that consists of twelve regional organizations located across the United States, all of which work to advance women to positions of power in the (More...)
business world, primarily to boards of directors and executive suites. (Hide)
Web. Added 2/16/2010

Women Matter 2012: Making the Breakthrough
This report presents the results of research into the gender diversity practices of 235 European companies, the majority of them among the Continent's largest. It (More...)
shows that, despite the fact that the vast majority of these companies are making serious efforts to increase gender diversity, many still express their frustration at the absence of more concrete results. The report helps to shed light on why this discrepancy might exist and to show the way forward, helping companies build on what they have already achieved to make the final breakthrough. (Hide)
Article. pdf, 490KB Added 3/13/2012

Women at the Top: How Women at the Top Elevate the Bottom Line
A survey of the available studies on the economic value of women at the top of corporations and organizations. This report includes a summary of (More...)
insights and recommendations from these studies, several examples of organizations with best practices, and suggestions for moving forward. (Hide)
Article. pdf, 1110KB Added 3/13/2012

Diversity in the Boardroom: Findings and Recommendations of the Institute of Corporate Directors
Based on interviews with members of the Canadian Institute of Corporate Directors (ICD), this report argues that greater board diversity makes for better corporate governance. (More...)
The report takes into account many forms of diversity and how they align with the nature of the organization's business and corporate strategy, board composition, board dynamics, and succession planning. (Hide)
Article. pdf, 182KB Added 3/12/2012

PRIME Working Group on Gender Equality: Discussion Paper
This discussion paper details the context that led to the formation of a PRIME (Principles for Responsible Management Education) Working Group on Gender Equality, including its (More...)
goals, some early tasks, and several areas for discussion that will set the tone for the Working Group and guide the collection of information and ideas. (Hide)
Article. pdf, 409KB Added 1/31/2012

Sponsoring Women to Success
While mentoring has not had much effect on helping women make it to the top, sponsorship has proved to be a more influential professional relationship. (More...)
Sponsors, who are highly placed in an organization and have significant influence on decision-making processes go beyond mentors. They not only give career advice, but can propel a protege to the top of a list of candidates. This report details the benefits sponsorship provides to sponsors, proteges, and the organization, how to create an environment where sponsorship thrives, and the critical features of a sponsorship relationship. (Hide)
Article. pdf, 893KB Added 1/30/2012

Women on Boards
Data on the number of women globally who sit on or chair boards, data, disaggregated by gender, on the number of people of color on Fortune (More...)
500 boards in the U.S. (Hide)
Article. pdf, 301KB Added 1/30/2012

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