autonomous. So, how do we measure performance, in regards to gender, if theinstruments we use to measure performance with, are unbiased? The answer is,we do not.Are there studies that prove that organizations perform better under women’sleadership? Yes. Are there corporations’ testimonies which state the fact thatbetter results are achieved under the rule of men? Yes, there are. Under thesecircumstances, it is safe to say that diversity management is an organizationalaffair, just like many others. Gender diversity is just a needle in the haystack,when it comes to the reconciliation of human differences. There are, and alwayswill be, organizational concerns in leveling not only gender criterion, but also,age, tenure, cultural background and education.There are not many organizational dwellings on team composition when it comesto the top management’s layout, but research has proven that leveragingdiversity can have an extensive impact on organizational outcomes. Anothergeneral perspective is that managing gender diversity leads to enhanced
