This article describes women leaders who are already underrepresented in corporations, changing jobs at the highest rate in years, significantly higher than male leaders. “They’re ditching their companies for ones with more opportunities, flexibility and commitment to inclusion.”
https://www.npr.org/2022/10/28/1132232414/women-workforce-switching-jobs
This data was presented in “the 2022 Women in the Workplace report from LeanIn.org and McKinsey & Company — the eighth annual iteration of the largest study on the state of women in corporate America. This year’s study collected information from more than 330 companies, surveyed more than 40,000 workers and conducted interviews with women of diverse identities.”
The ‘Broken Rung’ Step in Management
“For its eighth consecutive year, the study finds that the ‘broken rung’ at the first step up to management still needs repairing: For every 100 men promoted from entry-level positions to management, just 87 women (and only 82 women of color) are promoted.”
“That means there are fewer women rising through the ranks into leadership, and fewer women to promote at every level. Only one in four C-suite leaders is a woman, and only one in 20 is a woman of color.”
“… women face numerous barriers to professional advancement, from belittling microaggressions — women leaders are twice as likely as men at their level to be mistaken for someone more junior, for example — to a lack of recognition for their work, especially related to diversity, equity and inclusion.”
Valuing Business Goals or Team Morale
“While 93% of companies take business goals into account in managers’ performance reviews, less than 40% do so for factors like team morale and progress on DEI goals, according to the survey.”
“And when women do get promoted, they struggle with work-life balance, Thomas says, likely because many are doing ‘a double shift at home.’ Internal research shows that women are far more likely to do most or all of the household work in their partnership, and Thomas says as women and men get more senior, senior men start doing less housework.”
Worse Experiences for Marginalized Identities
“Overall, women with traditionally marginalized identities are continuing to have worse experiences at work. For example: Latinas and Black women are less likely than women of other races and ethnicities to report that their manager supports their career development, while LGBTQ+ women and women with disabilities are much more likely than women overall to ‘hear critical comments about their demeanor and appearance,’ the survey finds.”
Ideas for Improvement
“There are steps that companies can take to advance, retain and recruit more women leaders.”
“The survey highlights the important role that managers play in promoting and supporting employees, and the need to close the gap between what’s expected of managers and how they’re actually being trained and rewarded. Only about half of women say their manager regularly encourages respectful behavior on the team, and less than half say their manager shows interest in their career and helps them manage their workload.”
“The survey found that a vast majority of employees prefer remote or hybrid work, and more than 70% of companies surveyed say offering those options has helped them attract and retain more employees from underrepresented groups.”
Microaggressions at Work
“Only one in 10 women wants to work mostly on-site. The report says that’s not just because of things like child care needs or commuting time: Women working in the office are almost 1.5 times as likely to experience demeaning and othering microaggressions compared to when they work mostly remotely.”
“… one of this year’s big takeaways is that organizations should be making sure that remote and hybrid work can work for everyone. And employers should be investing in DEI efforts so that women feel respected and valued regardless of whether they’re working out of a cubicle or their kitchen table.”
Career Counseling With Elaine Korngold
I bring extensive lived experience of working at various management levels in the corporate world to my counseling practice. Together, we can identify what is successful and what needs to change to improve your career situation. We can strategize alternative communication options and process feelings or past experiences that prevent you from moving forward. I integrate Brainspotting therapy and IFS (Internal Family Systems or Parts) therapy in my practice to help clients live their authentic life.