After rising in 20 to a high of 96 Black women promoted for every 100 men-likely because of heightened focus across corporate America-Black women’s promotion rates have fallen to 2018 levels, with only 54 Black women promoted for every 100 men this year. Progress for early-career Black women remains the furthest behind. As a result of this “broken rung,” women fall behind and can’t catch up. And this gap is trending the wrong way for women of color: this year, 73 women of color were promoted to manager for every 100 men, down from 82 women of color last year. This year, for every 100 men promoted from entry level to manager, 87 women were promoted (Exhibit 2). Reality: The ‘broken rung’ is the greatest obstacle women face on the path to senior leadershipįor the ninth consecutive year, women face their biggest hurdle at the first critical step up to manager. Myth: The biggest barrier to women’s advancement is the ‘glass ceiling’ These women are defying the outdated notion that work and life are incompatible, and that one comes at the expense of the other. They remain just as committed to their careers and just as interested in advancing as women who aren’t taking more steps. Most women are taking more steps to prioritize their personal lives-but at no cost to their ambition. Now, few want to return to the way things were. The pandemic showed women that a new model of balancing work and life was possible. And a majority of women report having more focused time to get their work done when they work remotely. A large number of women who work hybrid or remotely point to feeling less fatigued and burned out as a primary benefit. Flexibility is allowing women to pursue their ambitions: overall, one in five women say flexibility has helped them stay in their job or avoid reducing their hours. Women of color are even more ambitious than White women: 88 percent want to be promoted to the next level. Roughly 80 percent of women want to be promoted to the next level, compared with 70 percent in 2019. Moreover, the pandemic and increased flexibility did not dampen women’s ambitions. Women represent roughly one in four C-suite leaders, and women of color just one in 16. Since 2015, the number of women in the C-suite has increased from 17 to 28 percent, and the representation of women at the vice president and senior vice president levels has also improved significantly. However, we see a growing bright spot in senior leadership. Over the past nine years, women-and especially women of color-have remained underrepresented across the corporate pipeline (Exhibit 1). The rest of this article summarizes the main findings from the Women in the Workplace 2023 report and provides clear solutions that organizations can implement to make meaningful progress toward gender equality. We hope highlighting these myths will help companies find a path forward that casts aside outdated thinking once and for all and accelerates progress for women. These include women’s career ambitions, the greatest barrier to their ascent to senior leadership, the effect and extent of microaggressions in the workplace, and women’s appetite for flexible work. A few of these myths cover old ground, but given the notable lack of progress, they warrant repeating. The survey debunks four myths about women’s workplace experiences and career advancement. Due to small sample sizes for other racial and ethnic groups, reported findings on individual racial and ethnic groups are restricted to Asian women, Black women, and Latinas.-true parity remains painfully out of reach. However, with lagging progress in the middle of the pipeline-and a persistent underrepresentation of women of color 1 Women of color include women who are Asian, Black, Latina, Middle Eastern, mixed race, Native American/American Indian/Indigenous/Alaskan Native, and Native Hawaiian or Pacific Islander. This year’s research reveals some hard-fought gains at the top, with women’s representation in the C-suite at the highest it has ever been. This article is a collaborative effort by Emily Field, Alexis Krivkovich, Sandra Kügele, Nicole Robinson, and Lareina Yee.
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