In a new study by Lean IN and McKinsey & Company, 139 companies with 4.6 million workers asked 34,000 women to answer questions about gender parity. Much of the data revealed isn’t new, despite a greater focus on diversity, progress is slow. There are 3 key areas that have interesting implications on workplace diversity: early career promotions, access-acceptance and negotiations.
Although it is often thought that gender parity begins with more senior positions, it was discovered that for every 130 men there are only 100 women promoted for the same job. Do you know any millennial women who missed a promotion to a male counterpart? The chart below shows the gap in the rate of first promotions.
Access and Acceptance
In looking at the data, researchers made two discoveries. First, that women are getting hired at a slower pace than men. Second, women stay in a staff role rather than progressing in the ranks.
“Women are less than half as likely as men to say they see a lot of people like them in senior management, and they’re right—only one in five senior executives is a woman.” According to the women who were surveyed.
Having a sense of belonging to a group does influence our actions, but so does access to participate in discussions and departmental activities. Women were found to be excluded from meaningful meetings, receiving the same challenging assignments or having the chance to show their abilities. This infographic shows how access can really start to slow progress when women aren’t included or challenged at work.
Negotiations for a Promotion
There is often the perception that women simply don’t ask for a promotion. On the flip side are stories of a woman’s personal situation being evaluated and then not offering her a promotion because “she wouldn’t want the job”. According to the study, for the majority, neither is true. Women who do pursue a promotion, however, can be perceived negatively and labels are assigned to them.
“Despite lobbying for promotions as often as men, women on average are less likely to be promoted.” According to the survey.
Knowing how to ask for a promotion is as important as the actually negotiations. Laying the foundation starts much earlier than the actual performance review meeting. There are factors mentioned in the report, like limited access to senior leaders, women not receiving feedback despite asking, which have an influence on the outcome of a salary discussion.
So what can we do to move forward?
Three actions we can all take today to impact diversity:
- Share This ReportInternally and Externally. Even if you think people already have seen the information, seeing a report of this scale may change perceptions.
- Encourage Male Senior Executive To Be Sponsors.Having access to a male sponsor is extremely beneficial for advancement. Both the sponsor and the woman who is counseled will benefit tremendously.
- Pay it Forward.Get involved in helping women who are new in their careers. There are many organizations looking for mentors and will welcome your help!
Did you have an “aha” moment after looking at the report? Share below! We love to hear from you. Always remember: You Got This!