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Women in developed economies have made substantial gains in the workplace during recent decades. Nevertheless, it's still true that the higher up in a company you look, the lower the percentage of women.

But some companies have moved successfully to increase the hiring, retention and promotion of female executives. Their initiatives have included efforts to ensure that HR policies aren't inadvertently biased against women or part-time workers, to encourage mentoring and networking, to establish and consistently monitor at a senior level targets a case for women diversity and to find ways of creating a better work-life balance. Changes like these have a price, but q are business advantages to womeen them--above and beyond the branding benefit that might accrue to companies viewed as a case for women progressive.

Research in Europe and the U. Hiring and retaining women at all levels also enlarges a company's pool of talent at a time when shortages are appearing throughout industries. Few women become executives.

In the U. The numbers are even more discouraging elsewhere: We believe that such underrepresentation is untenable in the longer term--and not only because it's unfair. Many countries and regions face talent shortages at all levels, and a case for women gaps will worsen.

ByEurope will have a shortfall of 24 million workers aged 15 to 65; raising the proportion of women in the workplace to that of men would cut the gap to 3 million.

Mismatches between training and employment can also cause shortages. Besides helping companies to fill shortfalls of talent, gender diversity can allow them to attract and retain it and to meet other business goals.

In recent years, McKinsey has fonochat latino extensive work on the a case for women between organizational and financial performance and on the number of women who are managers at the companies we've studied. Our research has shown, first, that the companies around the world with the highest scores on nine important dimensions of organization--from leadership and direction to accountability and motivation--are likely to have higher operating a case for women than their lower-ranked counterparts.

Second, among the companies for which information on the gender of senior managers was available, those with three or more women on their senior-management teams scored higher on all nine a case for women criteria than did companies with no senior-level women. These findings suggest that womsn with higher numbers of women at senior levels are also companies with better organizational and financial performance.

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Although the analysis does not show a causal link, our research argues for greater gender diversity among corporate leaders.

Work by professors at the business schools of Columbia A case for women and the University of Maryland lends support to this point.

Using data on 1, U. Deszo and David Gaddis Ross demonstrate the "strong positive association between Tobin's Q, return on assets, and return on equity on the one hand and the [female top-management] participation rate on the.

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For the complete article, click. Share to facebook Share to twitter Share to linkedin Women in developed economies have made substantial gains in the workplace during recent decades.

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Why Women Matter Few women become executives. More Workers Needed Many countries and regions face talent shortages at all levels, ffor those gaps will worsen.

Corporate Performance In recent years, McKinsey has done extensive work on the relationship between organizational and financial performance and on the number of women who are managers at the companies we've studied.