Gender diversity can improve innovation, provide a better understanding of consumers, help a business comply with its legal and moral obligations, and build more effective team participation by men and women. The Asia Pacific geographical area faces significant challenges in driving female representation at board level, and many companies also report shortages of female senior managers. As most senior management positions are filled by internal candidates, the internal talent pipeline fails in delivering gender diversity. If talented women routinely become stuck in a middle management bottleneck, this potentially undermines their engagement, which also has implications for business performance. The business case for improving the progression of female middle managers to senior roles is compelling, giving employers and female middle managers a huge incentive to work together to address the factors holding women in middle management back.