Ensuring improved outcomes and equality for all employees requires that the succession plan include the widest possible talent pool and should not be limited to management positions. 

A successful succession plan needs to be aligned with diversity and gender equity strategies and the key to making a difference is to ensure strategic orientation and linking with your organisation overall strategy. This includes developing a vision of what the future holds, as well as the skills and qualities that will be required for employees (at all levels) to be successful in the future.

The succession plan vision must be clearly stated and widely circulated, so that it is available to all. 

It is imperative that all managers are committed and active participants. 

It is particularly important that senior managers demonstrate their commitment to succession planning and that their active participation is communicated to all employees. While some of the value of succession planning can be seen immediately, its full value will require a long-term commitment by senior managers.