Board Members

• Create a diverse board.
• Require a diverse slate for every open board position.
• Refer board opportunitiesto capable women.
• Beyond the large search firms, plug into additional resources, such as The Chicago Network, Kellogg's Center for Executive Women, ION, Boardroom Bound.
• Require that succession plans include women and diversity.
• Track recruitment, promotion and retention of women in leadership roles.
• Monitor the "high potentials" pipeline for women and diversity.
• Review development opportunities for women.
• Support the women's network by taking an active role as mentor or guest speaker.
• Know the reasons people are leaving your organization and look for patterns affecting women.
• Hold the CEO accountable through evaluation and pay for advancing women and diversity.

CEOs

• Promote diversity and advancement of women through personal word and action.
• Develop a pipeline of talent with strong representation of women.
• Track your record in hiring, developing, promoting and retaining women - identify barriers and address them.
• Promote or hire women to be members of your management committee.
• Give women P&L responsibility and the tools and support required for success.
• Mentor women within your organization.
• Champion the formation of a women's network and take an active role in the network.
• Define success and performance expectations in ways that transcend gender.
• Hold your managers accountable for increasing the representation of women leaders through evaluation and pay.
• Become a "destination" for women and diverse talent through a positive culture and track record of success.
• Recognize the importance of women in your various constituent groups (customers/clients, investors, supply chain partners, employees and the community).

Women Corporate and Nonprofit Leaders

• Build a strong, diverse team for superior execution of your business plan.
• Recognize the importance of women in your various constituent groups and work to include them (customers/clients, supply chain partners, employees and the community).
• Seek opportunities to engage in your organization's larger agenda (join the management committee, go on an external board, become involved in the community and your network of peers).
• Encourage and guide women to networking opportunities.
• Mentor women within your organization, especially in evaluating the risks and rewards of assignments for promotion.
• Develop strong relationships with your CEO and board members.
• Be visible and supportive within your company's women's network.
• Keep pushing the agenda on the importance of advancing women and diversity.
• Be a vocal proponent for other women.

High Potential Women

• Volunteer for high visibility roles.
• Seek advice from successful leaders in your company, both men and women.
• Be a visible part of your organization's women's network.
• Connect to a network of rising peers outside of your company - through community involvement or other means.
• Speak your mind - even when you have a different view.
• Build diverse teams to accomplish your objectives.
• Be a vocal proponent of other women.
• Ask for what you need to be successful and create a personal action plan.