Internal policies and practices of companies reflect on the values and culture the business leaders promote. When leaders recognize that by investing on women they actually contribute to advancing their societies and maximise social gains- a lot of positive changes can be initiated through enabling policies and practices. For example, fewer than 5% of the managerial positions are held by women in the readymade garment sector of Bangladesh, where two-thirds of the 4 million employees/workers are actually women. Employers, and employees alike, perceive that men have better supervisory skills when in reality male and female trainees have similar skills and abilities - though males tend to have more self-confidence. A few policy and practices can transform the situation to the benefit of the employers and greater good of the female workforce in the sector. First of all, an organization will need to have an open mind to provide equal opportunities to women to become managers. Employees’ perceptions that women are not capable of becoming supervisors change after they have actually worked with a female supervisor. Another aspect is about self-confidence of women, fixated by social norms and structures women tend to feel weak and shy away from leading. Leadership and life skills training greatly enhances women’s voice and capabilities to lead. A company policy has to take a holistic view of women’s empowerment, craft policies and practices so that women have access to equal opportunities.
 Training for the Future: Female Supervisors in the Bangladeshi Garment Industry, a research report (2015) by University of Warwick, in collaboration with Innovations for Poverty Action (IPA) and German Development Cooperation(GIZ)