Workplace gender equality moves in right direction, parity still "out of reach"
A report from McKinsey cites the step up from entry level jobs to management roles as being a 'broken rung' in the path toward workplace gender equality.
A report from McKinsey cites the step up from entry level jobs to management roles as being a 'broken rung' in the path toward workplace gender equality.
New data released in October has shown that businesses in the US are seeing increasing numbers of women being hired and promoted to all levels of their respective organizations. But while there is certainly progress being made, the fifth annual Women in the Workplace report from McKinsey & Company shows that the journey towards gender equality is slow across companies.
At certain levels, this goal of equality still seems out of reach – even as businesses are increasingly showing that they are committed to gender diversity.
The report cites the step up to management as a key issue. It calls it the “broken rung” which is affecting the whole pipeline.
Let’s have a look at some of the report’s key points and assess the takeaways for helping businesses to remove the barrier for women moving up to management.
Women in the Workplace 2019 does point to some “notable improvements” over the past five years where gender equality is concerned.
One of the biggest improvements has been made in representation at the C-suite level. The proportion of women in these roles has increased by +24%.
Companies are also increasingly committed to giving women the flexibility to work from home (up +30%), they are seeing more senior leader accountability (+18%) and they are showing better commitment to gender diversity overall (+13%).
But there are also plenty of examples of little or no change. For instance, there has been little positive movement in the representation of women of color across US businesses. Likewise, representation of female voices at management level has seen little growth too. And this is a significant stumbling block.
In corporate America, for every 100 men hired or promoted to management level, just 72 women are taken into these roles.
The disparity here has some unsurprising implications.
The report states: ‘This broken rung results in more women getting stuck at the entry level, and fewer women becoming managers…men end up holding 62 percent of manager-level positions, while women hold just 38 percent.’
It is an obstacle to progression for all women in business, but it is an even bigger issue for minorities – with only 58 black women being promoted for every 100 men who move up, and only 68 Latina women promoted for every 100 men who see progression to this vital step.
Perhaps the most enlightening part of the report is the roadmap it offers for businesses so they can address this barrier for women progressing to management level.
McKinsey & Company offers ‘five steps companies can take to fix their broken rung – and ultimately their pipeline’. The report advises that organizations:
The Women in the Workplace report series has been a vital annual assessment of ongoing gender equality progress in US business over the past five years. The digital industries, although progressive and agile in many ways, are not immune to often failing completely at representing non-white, non-male persons within their organisations.
The latest report does, broadly, show things to be moving in the right direction and its conclusions are certainly optimistic for the future.
But where the goal of gender parity is concerned, as well as the opportunities for women from minority backgrounds, there is still real work to be done.
It is the crucial step from entry-level positions up to management roles which is the key sticking point. This “broken rung” blocks progression for talent for vast numbers of people.
As the report highlights, internal changes to processes in hiring, promotions and training is certainly achievable for any company. But the time to implement those changes is now.