The promotion gap is real — and it's why women hold just 21% of C-suite jobs | Marianne Cooper for CNN Business Perspectives
Marianne Cooper is a senior research scholar at the VMware Women's Leadership Innovation Lab at Stanford University. She is an author of the Women in the Workplace reports by LeanIn.org and McKinsey & Company. The opinions expressed in this commentary are her own.
.leftside-floating-image { width:100%; display:block; margin:0 auto 1.5rem; } @media screen and { .leftside-floating-image { float:left; width:50%; max-width: 200px; display:block; margin:0 1.5rem 1rem 0; } } Over the past five years, LeanIn.org and McKinsey & Company have taken a yearly look at the status of women in corporate America. In that time, we have analyzed data from close to 600 companies and more than 250,000 employees.
This is especially true for senior-level positions, and that's thanks to an unseen and little understood problem blocking women's path to leadership: the broken rung. The broken rung is a dynamic that occurs at the beginning of the pipeline — at the first step up from entry-level to manager. At this critical juncture, we see a significant gender disparity in promotion and hiring rates. For every 100 men that are promoted and hired to manager, only 72 women are promoted and hired.
Perhaps because they don't see the problem, many have a misperception that progress is going to happen over the next decade. In fact, over half of HR leaders and employees think their company will reach gender parity in leadership over the next 10 years. However, the reality is this: If current trends continue, it's unlikely we will reach gender parity in corporate America — ever. To fix the broken rung, companies need to clearly see the problem at hand. This requires quantifying it.
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