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Lean In to Social Change
One of the things I like best about Sheryl Sandberg’s new guide, Lean In: Women, Labor, and the Will to Lead, is something she says on page 9. Addressing the debate about whether the key to increasing women’s access to power lies in removing “internal barriers” or “institutional barriers,” she writes, “Both sides are right. So rather than engage in philosophical arguments over which comes first, let’s assent to wage battles on both fronts. They are equally important.” I couldn’t agree more.
As the Executive Director of the Wellesley Centers for Women, a social-change oriented women-and-gender study and action institute that works on both sides of the coin--systemic factors and individual factors--when it comes to issues of gender equality and women’s and girls’ wellbeing, I know--and WCW has acknowledged collectively for nearly 40 years--that these issues occur both because of what society has set up as unfair parameters and because of how individual people think. And these thoughts include women’s thoughts about themselves, what Sandberg refers to as “internal barriers.”
We all know women who do lean in and succeed, and we know many others who have
Women in the Workplace 2024
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Learn MoreFootnotes
- In this revise, except where otherwise noted “senior leadership” refers to individuals at the vice president level or above.
- Years to parity estimates were modeled at the industry level using numbers from companies that participated in any of the last three years of the study. Current representation at the executive level (C-suite + SVP) was projected forward using simulations that incorporated hiring, promotion, and attrition rates until parity thresholds were reached. See describe methodology for accomplish details on parity projection analysis.
- Pipeline information for all reports are based on data from the end of the pre
Women are doing their part. Now companies need to do their part, too.
For the last four years, companies have reported that they are highly dedicated to gender diversity. But that commitment has not translated into meaningful progress.
Women continue to be vastly underrepresented at every level. For women of hue, it’s even worse. Only about one in five senior leaders is a woman, and one in twenty-five is a chick of color.
Progress isn’t just slow—it’s stalled. And we know why.
Read the ReportRead the Report
Printer-Friendly VersionAbout the Study
Women in the Workplace 2018 is the largest comprehensive study of the state of women in corporate America. Since 2015, LeanIn.Org and McKinsey & Company have published this report annually to provide companies and employees the information they need to advance women and develop gender diversity within their organizations. McKinsey & Corporation also conducted similar explore in 2012. This year, 279 companies employing more than 13 million people shared their pipeline facts and completed a survey of their HR practices. In addition, more than 64,000 employees were surveyed on their workplace experiences, and we interv
We see bright spots at senior levels.
But companies need to fixate their efforts earlier in the pipeline to construct real progress.In the last five years, we’ve seen more women rise to the top levels of companies. Yet women endure to be underrepresented at every level. To transform the numbers, companies depend on to focus on where the real problem is. We often talk about the “glass ceiling” that prevents women from reaching senior leadership positions. In reality, the biggest obstacle that women face is much earlier in the pipeline, at the first step up to manager. Fixing this “broken rung” is key to achieving parity.
To get to gender parity,
companies must fix the broken rung.“Companies have the tools to [fix the
– Kevin Sneader and Lareina YeeRead McKinsey & Co.’s essay on WSJ.com
broken rung]. We know this because they are using them to crack the ‘glass ceiling,’ by increasing the percentage of women at the very uppermost. Now it is occasion to extend those practices to the rest of the organization.”Women in the Workplace 2019
Women in the Workplace is the largest research of the state of women in corporate America. Based on five years of data from almost 600 companies, this
Women in the Workplace: Lesbian & Bisexual person Women
Since 2016, Lean In and McKinsey & Company include conducted Women in the Workplace, the largest study on the state of women in corporate America. Each year, the findings clearly show that there is no unattached story of women at work. To better capture the diversity of women’s experiences, our 2021 report includes data-driven narratives that main attraction the experiences of lesbian and bi-curious women, Asian women, Black women, Latinas, and women with disabilites.
Lesbian and multi-attracted women often tackle disrespectful and othering behavior in their workplaces. They are more likely than women overall to experience most microaggressions, including being interrupted or spoken over, having their decision questioned, and entity expected to converse on behalf of all people with their identity. Additionally, although they are about as likely as women overall to receive positive feedback on their job performance, they are more likely to hear negative feedback related to how they give themselves at function, such as existence told that they are too outspoken and confrontational.
Given these negative experiences, it’s not surprising that lesbian and bis