Can the problem statement be changed to discuss women and culture diversity ....... The problem is that Top Management Teams (TMTs) characterized by demographic diversity, specifically in terms of age and gender, may face challenges in achieving further diversification, particularly with respect to raciocultural diversity. Entrenched organizational cultures and biases often prioritize certain diversity dimensions, potentially leading to exclusion of others and resulting in negative outcomes such as reduced team process effectiveness, stifled innovation, and diminished organizational performance. By exploring how age and gender diversity within TMTs affect these dynamics, this study seeks to uncover the intricate barriers that inhibit a more holistic approach to diversity. Understanding these interrelations is fundamental for leveraging the full potential benefits of comprehensive diversity within top management, enhancing overall organizational efficiency. Ponomareva et al. (2022) highlight the need for a clearer definition of TMT cultural diversity and a more nuanced understanding of the theoretical mechanisms that explain its occurrence and organizational implications. Furthermore, their research underscores the importance of considering cross-national differences in conceptualizing and impacting TMT cultural diversity. In light of these insights, this study aims to address these gaps by examining the interplay between age, gender, and raciocultural diversity, ultimately co