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A recent survey shows that the companies with women on their boards were liable to perform as much as 30% better than their all-males-in-the-board counterparts. The reason is not difficult to fathom, women bring with them qualities and traits that are different from what have been recognized as "success factors" in the past. Businesses continue to do what they have been doing for years and decades and centuries, and very few are willing and capable of treading the path not taken.

But things are changing, and so are the times. We witness today, more women in leadership positions than ever before. And yet, the numbers are minuscule compared to their male counterparts. Women have started making inroads into hitherto taboo grounds - they drive cabs, planes, they lead multibillion dollar companies, they trek the north pole, they climb the Everest. They are doing more things than before, but is that enough?

Some of the questions that the panel will attempt to answer are:-

1. What makes women different as leaders?
2. Are males happy having women bosses?
3. What prevents women from occupying a hot seat in the board room?
4. Is leadership solely the domain of men, and are women trespassing?
5. What can we look forward to when we have more women as leaders?
6. What prevents, at different levels, women from coming forward and taking charge?

Ever since the hunting days, man was the one who was responsible for everything "outside the house". Women, on the other hand, worked within the house to make the primitive existence complete. The world kept changing, but the order did not - women continue to be looked at as the weaker, soft in the head, no-good-in-the-shop gender.

Even today, in many countries, the discrimination starts from before birth. The deteriorating gender ratio is testimony to this. And while things have changed drastically in certain sections of society, there is a long way to go before we are able to fully utilise the potential that this gender holds. More systemic level changes have to be experienced by society at large for us to believe that we are not only being fair, but gaining through the potential that women bring to the table in organizations.

Some of the questions that this panel will try to answer are:-

1. Who holds the key to unleashing this vast potential?
2. Why are we ignoring this women potential, and at whose loss?
3. What can we do, in our simple ways to make sure that we are not contributing to the malaise?
4. What prevents this potential from emerging on the corporate scene?
5. What is the visualization of the new scenario, if the potential was harnessed?

Which is the better gender? Everyone has a view on this, some voice it, some don't. Some views are strong, some weak, some based on facts and history, some just perceptions - either built over time, or carried forward from generation to generation. While deciding the "better" gender may be a futile exercise, we do acknowledge that the genders are different. The question is, how do we learn to "tolerate" the other gender, and drive business through leveraging these differences.

But coming back, what impact does this difference have on the corporate landscape? Why would we want to try and equate the genders? The answer might be simple, it is not about equating, it is about realizing that there are differences, that the differences bring different value to the table, and that this value can translate into business results.

Some of the questions that this panel will seek to answer:-

1. What do these differences mean in real terms?
2. Do we consciously need to be aware of these differences and do something about them?
3. Do women need policies and systems that are designed specifically for them?
4. What means should corporate adopt to ensure that both genders feel an equitable and conducive environment?
5. Who will lead this change?
6. Can discrimination really be eradicated, are words enough?

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