Yes.

Is there anyone who is likely to get a promotion or job title because of a particular gender or
race? The majority of senior management is still male, and the higher you go in your organization,
the bigger the difference. A closer look at our data also reveals that qualified women are similarly
undervalued in certain functional areas of the organization. Areas such as sales, operations,
engineering, IT, R & D, and facility management are recognized as male fortresses.

But when it comes to perceptions of excellence, the numbers are different, as you can see in the
graph below (click to see larger image), which is the percentage of male effectiveness and
perception (reported in 360 ratings). We are talking about 15 female executives in different functional
areas. Interestingly, two of them (customer service and management) are classically regarded as
areas where women excel. In addition, the biggest difference in effectiveness rankings between men
and women is usually in the functional areas (sales, management, R & D, IT, product development)
where men dominate.

Looking at the percentages of men and women who received the highest and lowest ratings, as
shown in the table below, the percentage of females is low and high (click to large). Also, female
managers come from a very carefully selected population and have worked very hard to achieve that
position. But certainly, these numbers reflect to some extent the subjective views of senior
management on how each person behaves in these roles. It's time to give up thinking about the role
of gender in the workplace.

In this way, both men and women can develop leadership qualities and skills without having to
reserve an area for either. To develop good leaders, male or female, they need their own willingness
to develop, opportunities for further development through challenging tasks, and mentoring and
coaching support from senior management.