The Advanced Leadership Program for Women

High-potential female talents from the participating companies are selected by their management for The Diversity Council’s Advanced Leadership Program for Women, which is made up of four modules lasting a total of ten days throughout the year. The talented women are therefore personally acknowledged by both their HR department and their CEO.

The DC Advanced Leadership Program for Women is delivered together with the global team of Financial Times | IE Business School Corporate Learning Alliance and is based on various research findings regarding the barriers that most often seem to prevent women from rising all the way to the top of organizations.

”I have seen first-hand how the Advanced Leadership Program can be an effective accelerator of a career, and that is what it is all about”
Anja Ellegaard Dahl
OrgSolutions Expert, McKinsey & Co.
Attended DC Advanced Leadership Program Class of 2017

Furthermore, the Advanced Leadership Program of The Diversity Council is focused on combining all the core elements and competencies necessary to be a world-class leader today. Each participant can also be allocated a personal mentor from one of the other partner companies. This unique program aims to balance the gender gap at the top of the pipeline.

The professors in our Advanced Leadership Program for Women come from some of the best universities in the world, such as, London Business School, IE Business School in Madrid and the University of Cambridge. In addition, leadership experts from McKinsey & Co., and senior journalists from The Financial Times, will also run courses. Their combined teaching will add value to any management team.

The ALP Leadership Journey

ALP Leadership Journey


Each partner company that decides to develop their high-potential female talents through The Diversity Council’s Advanced Leadership Program for Women, to further strengthen the pipeline of female executives at the very top of their organizations, will also be matched with highly competent mentors from the other partner companies. The mentors will meet and support the rising stars, share their own leadership experiences and thereby help the women build their career paths in the best possible way.

“In my opinion the Cross-Industry Mentorship is a very important part of the DC Advanced Leadership Program for Women, as it provides the participants with the opportunity to seek guidance and advice from more senior business leaders throughout the program. At Tryg we have appointed mentors from the highest levels of the organization to ensure that the participants are mentored by people who can share their own experiences about making it to top management and having a successful career. For my own part, I am looking forward to mentoring an upcoming woman from another participating company, and I am convinced that this also will be rewarding and thought-provoking for me as the mentor.”
Miriam Igelsø Hvidt
Director of HR, Law and Facilities, Tryg

We have created a mentor algorithm to optimize the match between the current skillset of the mentee and the desired development areas that the mentors can potentially help to enhance. The profile of The Diversity Council’s mentors should be senior level executives, ideally, they should possess prior mentoring experience and both men and women are of course very welcome. The Diversity Council proposes that approximately six mentor sessions of around 1 hour each take place during the year in question. Hence, the mentoring senior leaders from each company as a minimum just need to allocate around six hours a year for this very valuable and rewarding task.

Fast-Track talent development Course


To strengthen the entire female talent pipeline, it is important to also empower the younger women in the organization.

This Fast-Track Talent Development Course for Women is a 1-week learning journey which is ideal for developing potential female managers and inspiring them to grow in their organization.

They will gain a deeper understanding of managing resources and teams, as well as strategy and business skills. Ultimately, the long-term goal is to ensure that these female talents will move up the talent pipeline to become emerging leaders in your organization.