​Concerning women in the workplace

More than 75 percent of CEOs include gender equality in their top ten business priorities, but gender outcomes across the largest companies are not changing. Women are less likely to receive the first critical promotion to manager—so far fewer end up on the path to leadership—and they are less likely to be hired into more senior positions. As a result, the higher you look in companies, the fewer women you see.
Women in the Workplace 2016, a study conducted by LeanIn.Org and McKinsey, elaborated on these patterns, provides some explanations for them, and suggests priorities for leaders seeking to speed the rate of progress. Key findings, based on data from more than 130 companies and over 34,000 men and women, include the following:

Women remain underrepresented at every level in the corporate pipeline. Corporate America promotes men at 30 percent higher rates than women during their early career stages, and entry-level women are significantly more likely than men to have spent five or more years in the same role. 

Women negotiate for promotions and raises as often as men but face more pushback when they do. Women also receive informal feedback less frequently than men—despite asking for it as often—and have less access to senior-level sponsors. Not surprisingly, women are almost three times more likely than men to think their gender will make it harder to get a raise, promotion, or chance to get ahead.

The challenge is even more pronounced for women of color. Our research finds that, compared with white women, women of color face the most barriers and experience the steepest drop-offs with seniority despite having higher aspirations for becoming a top executive. Women of color also report they get less access to opportunities and see a workplace that is less fair and inclusive.
The report suggests that we are falling short in translating top-level commitment into a truly inclusive work environment. Even when top executives say the right things, employees don’t think they have a plan for making progress toward gender equality, don’t see those words backed up with action, don’t feel confident calling out gender bias when they see it, and don’t think frontline managers have gotten the message. Only 45 percent of employees, for example, think their companies are doing what it takes to improve diversity outcomes. And even though more than 70 percent of companies say they are committed to diversity, less than a third of their workers see senior leaders held accountable for improving gender outcomes. Faced with these challenges, it’s time to rewrite our gender playbooks so that they do more to change the fabric of everyday work life by encouraging relentless execution, fresh ideas, and courageous personal actions.

6 thoughts on “​Concerning women in the workplace

  1. It needs to change, I’ve worked for a couple of high ranking female execs and they were phenomenal. Always an answer to your questions, but honest answers and a fantastic ‘Lets get it done’ attitude. Interesting post 🙂

    Liked by 1 person

  2. I worked in a social services organization which had more women than men as both employees and managers. I sensed that people looked up to the men more than to the women. I think this is a vestige of our paternalistic culture, in which we grew up viewing the male head of household as the leader and protector and the female as the nurturer. Of course, both men and women can fill both roles. This ingrained assumption may take a few generations to change, which does not excuse work places, and those with power and influence, from doing all they can to change this culture.

    Liked by 1 person

  3. Women also tend to have more inconsistent work records marred by job changes because women’s salaries are considered to be the second income of a household (even when a woman is single and living alone), because employers expect women to get pregnant and become “distracted” workers (not career workers), because they tend to work in industries that are right now dying out and laying off in record numbers, because they are only preferential hires when they are young and “attractive” (although they like to call it “trainable”), and because WHEN sexual harassment happens as a lower level employee somewhere on the career ladder a woman can LEAVE but she cannot disclose WHY, but neither can she can she sue without ending her career or being bankrupted by corporate attorney games and legal maneuvering.

    Not meaning to sound angry but all of the above is #MeToo. Trust me, you don’t want to know the full story let alone the depth of the anger awaiting that next hashtag…. And we don’t need playbooks because this is not a game. This is about maturity and professional behavior pure and simple….(oh look: a need for Enlightenment!) Thank goodness we have blogs like this to part the curtain!

    Liked by 1 person

  4. I agree. It might take some time to change, but change it will. The modern economy is all about Knowledge Work, which means sex has nothing to do with the productivity of an individual professional.


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