This guide synthesizes the research on how CEOs can forward gender equality in their company.

1. Get committed.
2. Broaden your action: The focus in these interventions must be to help women become better leaders – and to design conditions under which they can. Crucial aspects include sponsoring (and not just mentoring) women, neutralizing the effects of maternity leaves on career advancement and wage increases, and evolving the criteria companies use for promotions to include a diversity of leadership styles.
3. Hold challenging conversations: The following five questions can help spur these discussions:

• • Where are the women in our talent pipeline?
  • What skills are we helping women build?
  • Do we provide sponsors as well as role models?
  • Are we rooting out unconscious bias?
  • How much are our policies helping?

4. Sweat the small stuff: Create bias for action when it comes to gender equality. Identify processes which have not been examined in years and determine if a change in the process is needed. Fixing the problem can be as easy as allowing employees on parental leave to keep their phones and laptops to stay in contact to create more flexible return options.

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