Since 2015, the annual Women in the Workplace benchmarking report has covered over 600 of the largest U.S. companies employing more than 20 million people, and has individually surveyed more than a quarter-million employees. That research base shows us how better sponsorship and improved training to counter unconscious bias can speed our progress to gender equality. And it reveals the changes that have—and haven’t—happened over the past few years.
There are some bright spots. In 2019, nearly 90% of respondent companies say that gender equality is a top priority. Almost half report having at least three women on their leadership team And greater openness to flexible working is allowing many more women—and men—to work remotely. But some areas are proving stubbornly difficult to improve. Most strikingly, it’s much harder for women than men to achieve their first promotion. Indeed, for every 100 men who step up from an entry level position to a management role, only 78 women—and just 52 black women—will receive the same promotion. Over five years, that gap adds up to a difference of one million promoted women, with lasting repercussions further along the talent funnel: only 1 in 5 C-suite members are women, and only 1 in 25 are women of color.
Moving up the ladder, the 21% figure for women in the C-suite is also less encouraging than it seems. Women are much more likely to have a staff role—chief human resources officer, general counsel, or CFO—while men take more of the line roles, running the largest business units with their own P&L lines. It’s rare for any leader in a staff role to be promoted to CEO.
(source: https://www.forbes.com/)
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