"According to Henkel’s annual report (2022, pg. 143), in the last five years the female percentage in management positions was approximately 35% (37.1% in 2022) and in top management positions this percentage was approximately 25% (29.1% in 2022). An interview conducted with Henkel’s HR representatives (September 15, 2023) revealed that female’s retention rate is not good enough, as female talents tend to leave the company in a higher frequency than male employees do. Moreover, Ana – Maria Hoogendorp, Henkel’s recruitment partner believes that Henkel struggles to attract and hire female talents for some certain positions (i.e., engineering, IT), mainly because there is a lack of female candidates for such positions (Interview, October 19, 2023). In the same interview (October 19, 2023), Ana-Maria also mentioned that “the higher the position, the less females apply”. Furthermore, two interviews conducted with two Henkel’s employees separately (October 25, 2023), indicated that for some certain positions, females are less likely than males to be promoted. Although the reasoning behind this phenomenon in Henkel is not 100% clear, according to the interviews with these employees (October 25, 2023), female discrimination in promotion opportunities might be a concreate reason. Consequently, the unequal gender representation in management position is an important issue than Henkel needs to address, with many different aspects to be considered such as females’ attraction, retention, and promotion rates. 
 This gender parity issue has significant influence in Henkel’s organizational performance and strategy. Dworkin & Schipani (2018) paper, indicates that companies with a balanced gender representation tend to outperform non-diverse competitors. Specifically, according to McKinsey report “Why Diversity Matters” (2015), organizations with a gender diverse board are 15% more likely to outperform competitors with more “single sex” boards. Moreover, diversity is a crucial factor for companies which want to be innovative (Cheung et all, 2016), and innovation is a key factor in Henkel’s try to outperform the market (Henkel annual report, 2022, pg. 30). 
 Regarding the issue’s impact on the company’s strategy, Henkel advertises the company’s commitment to social responsibility, diversity and inclusion, thus, achieving gender parity would support that commitment. Furthermore, by advertising their gender parity, organizations may enhance their reputation and public image (Wilton et all, 2019)
 Last but not least, the gender parity issue affects not only the company (organizational performance, strategy) and the employees (fair and inclusive working environment), but also other stakeholders such as shareholders and customers. Shareholders are mainly interested about the company’s growth and success. According to the above paragraphs, gender diversity can potentially affect a company’s success, by influencing important factors such as the company’s performance, strategy and reputation. Finally, gender diverse companies better reflect their customers’ profiles (Tyson L. D., 2015), hence, Henkel could potentially improve customer satisfaction. "
analyze the above paragraphs and answer to these questions "Describe the solution(s) clearly and in sufficient detail so that its feasibility is clear. It can help to structure this description using SMART (i.e., specific, measurable, achievable/assignable, relevant/realistic, and time-bound/time-related).
Explain how the solution(s) address(es) the issue you raised in part 2 using the academic literature and/or course materials on people analytics to support your claims.
Make sure that your organization would be keen to implement your proposal, by explaining the relative value of what you propose (e.g., use the HCBridge framework from Boudreau & Ramstad, 2006)."