Decreton, BenoitGomes, Margarida Sena2024-11-262023-09-082023-06-26http://hdl.handle.net/10362/175824Despite efforts to hire more women in management consulting, the gender gap in senior management positions is not narrowing. Introducing more people to the talent pipeline will not fix the problem without strengthening the pipeline itself first. This paper goes through the faults of promotion schemes, biased performance evaluations as well as the motherhood penalty and how it stagnates women’s career progression. Finally, it contextualizes management consulting companies on how to structure opportunities within the firm to support women’s growth and improve retention as well as their role within society to pioneer change and promote gender equality.engGender equityMotherhood penaltyPerformance evaluationAlternative careermaster thesis203684397