We have SOPs and management tools in the (male-dominated) industry I work in too, but the way these are implemented varies somewhat dependent on the backgrounds, personality traits and team dynamic involved.
The real benefits of diversity are highlighted when a situation arises that is not covered by SOP or the SOP is found to be unfit for purpose at that particular moment, for whatever reason. I'm not saying that my male colleagues can't think outside the box too, but it's moments like these that they usually let me take the lead!
But I still don't agree that a women-only scholarship or loan scheme is the answer.