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Although the number of women managers has grown, they are still usually found in junior positions. Many companies hire women only to ensure mere adequacy and avoid litigation. In addition, most companies ignore child care and other family concerns. At the same time women have demonstrated their competence in the best business schools, their ambitions and energies are stifled by businesses. Top managers must support their female employees by: 1) acknowledging the biological fact of maternity; 2) allowing flexibility; 3) providing training that develops women's leadership potential; and 4) eliminating the barriers that exist for women in the workplace.

Women managers cost more to employ than men. Turnover is higher, and they are more apt to plateau or to interrupt their careers. Career primary women are effective managers and serve as beacons for younger women. Career-and-family women are willing to trade ambition for the flexibility to raise their families; their willingness to forgo advancement but still give their best can greatly upgrade middle management. Opportunity, flexibility, and family support are the keys to retaining the best women and eliminating the extra cost of employing them. McKinsey Award Winner.