Because of the global and demographic development, it is imperative that politics and companies target gender equality in economics. Currently, women fight against a glass ceiling because only a few reach the top-management. The aim of this master thesis is to find out the causes of glass ceiling in top-management and to identify measures that can be implemented at companies to increase the proportion of women. At the beginning gender mainstreaming will be defined and the laws including the aims of gender equality will be presented. Some gender statistics regarding top-management and employment provide an overview about the current situation in Austria. Afterwards, possible causes for the existence of glass ceiling in top-management are considered. On the one hand, the social discrimination will be discussed, which can occure through socialized behaviour and application of prejudices. On the other hand, facts are analysed, which may influence the discrimination of women at labour market. The main focus of this master thesis is to give measures that can be introduced by private enterprises, in order to increase the proportion of women in top-management. The individual measures relate to a gender equality-oriented personnel policy and an optimal work-life balance of employees. The measures approach, which has been evolved, shows the framework conditions within the company as a prerequisite for a successful implementing process. Measures which were already realised at companies failed frequently, therefore, challenges are discussed which companies have to overcome for gender equality. Finally, there is an outlook about the possible development of gender equality in top-management.