A Dissertation Submitted in Partial Fulfillment of the Requirements for the Award of the Degree of Master of Business Administration in Corporate Management of Mzumbe University.This study was carried out to examine the effects of professional equality towards access of women to managerial and leadership positions in private petroleum productions and distribution organizations in Tanzania. Specific objectives were to i) assess managers’ perceptions towards women in managerial and leadership roles in fuel and petroleum companies; ii) to assess managerial diversity influence on access of women in managerial and leadership roles in fuel and petroleum companies and; iii) to assess the benefits of gender diversity in fuel and petroleum organizational performance. The study employed an explanatory cross-sectional design whereby purposive sampling procedure was used to select 35 respondents who were in the managerial positions. In addition to that, the study employed questionnaire and documentary review as data collection methods. Moreover, data analysis was done through descriptive data analysis. Findings indicate that, most of respondents strongly disagreed that men were more capable of effective performance in some professions than women. In addition to that, majority of respondents strongly agreed that women’s challenge of balancing personal life and working life due to their social cultural defined roles affect professional equality. Furthermore, it is found that gender diversity was certainly one of the keys to professional equality which offers access for women to managerial roles. Moreover, majority of respondents agreed that diversity enhances recognition of achievement which improved performance of the employees and organizational performance in terms of achieving a common goal. Furthermore, majority of respondents agreed that diversity attracted more competent and qualified workers to work with an organization which enabled more organizational performance. The study concludes that, professional perception towards women, managerial diversity and benefits of gender diversity have vital role in accessibility of women managerial and leadership positions. It is therefore recommended that there is a need to ensure that there is equal opportunity between men and women in managerial positions in terms of remunerations and other incentives. The study established that, women working in similar higher positions as men receive lower numeration as their expected time of maternity leave affects professional equality.