The three development strategies that I would use to hire and promote more women into management are: sponsor women's networks, mentoring and external stretch assignments. Sponsoring women's networks a super valuable experience for all involved. The women who run and organize the workshops learn how to network and host seminar. It teaches the women attending how to network as well and learn from other women's experiences on their professional journey. A quote from our textbook a woman who attended a seminar said, "Earlier in my career I wasn't clued into the subtleties of office politics that men know (Valerio p 58)." Her line really showcases how much there is for women to learn in management and what a great way to do it from women who have already been there. I believe that mentoring is vital when it comes to promoting women in management. In my opinion what better way to learn than watching someone who provides hands on experience. There is more than one way to mentor employees as well. It can be a one-on-one approach to mentorship or there can be a program for individuals to be mentored. Likewise with the sponsoring of women's network, mentorship also provides networking opportunities especially in program where you change mentors in a mentorship program. Lastly, providing external stretch assignments allows employees to learn from roles outside of their business. This also allows the company to have a community presence while an employee could learn how to run a campaign, organize events, and/or an opportunity to manage a small team for an outside project. Cosenza, W. (2023, March 28). Why women need effective sponsorship to advance their careers. Seramount. https://seramount.com/articles/why-women-need-effective-sponsorship-to-advance-their-careers/#:~:text=A%20sponsor%20is%20an%20advocate,put%20their%20reputation%20behind%20you Valerio, A. M. (2009). Developing Women Leaders - A Guide for Men and Women in Organizations. Wiley Global Research (STMS)