I find both approaches combined to be most effective. People do show up more often if you knock out barriers. This leaves the common preconceptions, expectations, and do on that can reduce entry attempts if its employment or sustained effort if it's something like getting women to learn IT stuff or enjoy computers. That said, I believe it's important that the situation stays meritocratic where women know they earned their place based on skill. It's why I favor mentoring, blind auditions, women-oriented events in parallel to business/projects, and so on. They get increase diversity without problems from approaches like pure quotas or focusing on employee gender more than skill in how they're treated.

My personal experience is that being very thorough in rooting out barriers to entry has a powerful impact, like water rushing downhill after a dam bursts. But you have to be incredibly thorough to get that effect.

I agree. Im just doubtful a full pull effect is as easy to pull off in most places as a good effort at pull along with gentle, steady pushes.

Thanks Mz, I agree. What I meant to convey is that I'd love to see all of my male peers genuinely caring about diversity and ensuring that they listen, learn and actively prevent exclusive behaviours/practices within their organisations.