Getting your first promotion into management is a remarkable achievement in your career. However, a recent study conducted by McKinsey & Co. and Lean In reveals a significant lack of equal opportunities for certain demographics. Specifically, the study indicates that women, especially women of color, are the least likely to be promoted from entry-level to first-time managers. In the survey, for every 100 men promoted, only 87 women received the same opportunity. The gap widens even further for women of color, with only 89 Asian women, 76 Latinas, and 54 Black women being promoted for every 100 men.
Surprisingly, this issue is not due to a lack of effort on the part of these women. The study found that women were asking for promotions at the same rate as their male colleagues. Additionally, they were just as likely to stay with their company, challenging the notion that they were not sticking around long enough to be considered for managerial positions. The main culprit behind this disparity is what is known as a “performance bias.”
Performance bias refers to the tendency to promote men based on their potential, while women are judged primarily on their past accomplishments, with their leadership potential often being doubted. According to the study, this bias particularly disadvantages women early in their careers, as they have shorter track records and similar work experiences compared to their male peers. This aligns with previous research on the “prove-it-again bias” that women face throughout their careers, where they are required to work harder to be seen as equally competent as their male counterparts.
Minda Harts, author of “The Memo: What Women of Color Need to Know to Secure a Seat at the Table,” points out that when senior leadership is predominantly male and white, there is an unconscious bias that leads them to trust individuals who share their experiences or backgrounds. This unconscious bias plays a significant role in why it’s even harder for women of color to make that leap into management. Stereotypes and systemic biases often cause women of color to be less trusted and overlooked for promotions.
Furthermore, the McKinsey study reveals that women of color surveyed this year were even less likely to become first-time managers in 2023 than they were in 2022. Cynthia Pong, a feminist career coach, suggests that in tough financial times, companies tend to operate under a scarcity mindset, seeing promoting women of color as a greater risk when they are underrepresented in leadership positions.
This injustice sends a disheartening message to those who witness their peers advancing while they continue to be told they are not ready. Pong emphasizes that it should not be the responsibility of women and women of color to fix this issue. Employers need to take proactive steps to create a clear path to promotion for all employees.
To be part of the solution, companies should be transparent about how managerial promotions happen. This transparency helps build trust and mitigates unconscious biases or misconceptions about capabilities or trustworthiness. Harts also suggests implementing programs where women of color are paired with sponsors in senior roles to break down stereotypes and foster trust.
As an employee, if you continually receive vague rejections after each promotion request, it’s important to ask more questions about what your peers are doing differently. By assertively seeking clarity, you can gain insights into the decision-making process. If you find that the goalposts for promotion keep moving, it may be time to consider job hunting.
While one missed promotion may not appear to be a significant setback, it accumulates over time, resulting in lost wages and earning potential. This impacts not only the individual but also their families and future generations. It is crucial to address these issues and ensure equal opportunities for all employees.
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