Advancing to senior leadership positions in corporate America has long been hindered by the “glass ceiling,” a metaphorical barrier that obstructed women’s progress. However, recent research indicates that women face challenges much earlier in their careers.
A new study from consulting firm McKinsey & Co. and Lean In, the nonprofit founded by former Meta COO Sheryl Sandberg, reveals that women in the early stages of their careers are more likely to experience a “broken rung” – a failure to receive promotions from entry-level positions at the same rate as their male counterparts.
According to the report, for every 100 male employees promoted to managerial roles from entry-level jobs, only 87 women achieve the same promotion. The situation worsens for women of color, with only 73 receiving that first promotion for every 100 men promoted.
This disparity is not due to a lack of ambition, as the survey of 27,000 workers reveals that women have the same career advancement goals as men. However, bias may be a contributing factor, as young male employees are often promoted based on potential, while young female workers are evaluated more strictly based on their track records.
“Gender bias and bias around the perception of a leader are more likely to come into play when employees have shorter track records,” said Rachel Thomas, CEO of Lean In, in an interview with CBS MoneyWatch.
While there is more focus on breaking through the glass ceiling, it is crucial to address the broken rung issue, as it will provide more opportunities for women and increase their representation in leadership roles, potentially leading to more women in C-suite positions. Currently, women comprise 28% of the C-suite, up from 17% in 2015.
“We don’t face a constraint on ambition”
The COVID-19 pandemic posed significant challenges for women in the workforce, resulting in many leaving the labor market due to school and childcare closures. Although women have since returned in large numbers, many express a preference for hybrid or flexible roles, which have become more common as the pandemic subsided.
This has led to a misconception that women’s ambition is diminishing. However, McKinsey and Lean In’s research reveals that 96% of women consider their careers important, and 81% aspire to be promoted this year, aligning with men’s aspirations.
“We don’t face a constraint on ambition – we face a constraint on opportunity,” stated Lareina Yee, senior partner at McKinsey & Co.
In some ways, the pandemic has actually opened up career opportunities for women, as the report finds that 1 in 5 women believe the flexibility offered by hybrid and remote work arrangements helps them stay employed or maintain their hours. Women in these roles exhibit equal ambition to women and men working on-site.
Men also value flexibility, including the ability to work remotely and set their own hours.
The impact of “microaggressions”
Another fallacy surrounding women in the workplace is that microaggressions – subtle comments or actions that demean a person based on their gender, race, or other characteristics – have minimal effects. However, the study demonstrates that microaggressions can have lasting and damaging impacts on women at work.
For example, the analysis reveals that women are twice as likely as their male colleagues to be interrupted or hear comments about their emotional state. Additionally, women are more likely to have their work attributed to a coworker, rather than receiving credit themselves.
Women who experience microaggressions often resort to “self-shielding” – adjusting their behavior or appearance to protect themselves. However, this can negatively impact their engagement at work, with the analysis showing that these women are more than three times as likely to contemplate quitting.
In fact, 29% of women who work remotely state that one of the biggest benefits is a reduction in unpleasant interactions with coworkers.
The report emphasizes the importance of workplace leaders communicating that microaggressions are harmful and unwelcome.
“I’m hopeful that we can change bias in the workplace – and a phrase we have used many times is, ‘You have to interrupt it where it occurs,'” noted Lareina Yee.
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