The purpose of this thesis is to analyze management development initiatives aiming at the creation of equal opportunities in the career advancement of men and women. Historically, the role-expectations towards women contradict the role-expectations towards leaders, which influences organizational structures and patterns until today, leading to subtle discriminatory practices against women. The gender biases and stereotypes hence also affect the content and design of management development programs, which keeps a favoritism of masculine values and traits in place. Existing literature recommends trainings, mentoring relationships and networking opportunities as tools to support equal opportunities. The multiple-case study in this thesis provides examples for the practical realization of such measures. The main case of the EGGER group, which aims to support gender equality within the organization, was analyzed with qualitative expert interviews. The results show that there is still a lack of awareness about the reasons for gender inequality. The evolutionary process for equal opportunities starts with the sensitizing of the top management to understand how organizations can improve the situation. Having reached this goal, management development can be used to empower women in their leadership identity. Therefore, it is key to restructure existing offers by seeing the woman. This means, considering women in the selection process and addressing their developmental needs by adjusting the design and content of such programs. Possible ways are women-only programs to give female employees a safe space for exchange, mentoring relationships to work on individual developmental needs as well as networking opportunities to get social support along with instrumental resources for their career advancement.