Having a higher than average percentage of women at the highest levels is demonstrably good for business by every measure. Meanwhile, nearly two-thirds of CEOs are concerned about the low levels of suitably skilled managers coming through their businesses, and the dearth of female directors is getting a lot of airtime.

So if gender balance at executive and board level is a competitive advantage and the pipeline of female talent for both is weak, why are so few organisations failing to provide high-potential women with the formal support and development they need to make it to the top. You might argue that they are and that these measures are working because there are more senior businesswomen and directors now than 30 years ago when the term ‘glass ceiling’ was coined. It is true that there have been many initiatives at organisation, industry, and government level, with some success.

Yet women still lag well behind men at reaching the highest echelons of business. Any change has been glacial and disproportionate to the number of articles, research studies, and conference agendas devoted to the need for it…

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