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It's not the "glass ceiling" holding women back at work, new analysis finds

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Summary

According to a new analysis from McKinsey & Co. and Lean In, women are far more likely than men to fail to get promoted from their entry-level jobs, known as the "broken rung." Women are judged more harshly than men when starting their careers, and this is particularly the case for women of color. The report found that women have the same ambitions for their career advancement as men, but are held back due to bias. The pandemic has actually unlocked career ambitions for women, in that 1 in 5 said the flexibility afforded by hybrid workplaces and remote jobs have helped them stay in their job or avoid cutting their hours. The report also highlighted the damaging impacts of microaggressions on women in the workplace, including leading to a higher likelihood of wanting to quit.

Q&As

What is the "broken rung" that is holding women back in the workplace?
The "broken rung" is the failure of women to get promoted out of their entry-level jobs at the same rate as men.

What research findings suggest that gender bias may play a role in women not advancing in their careers?
The survey of 27,000 workers found that women have the same goals for advancing their careers as men, but corporate leaders often promote young male employees on their potential, while young women are judged more by their track records.

What is the share of women in the C-suite currently?
The share of women in the C-suite currently stands at 28%.

What impact do microaggressions have on women in the workplace?
Microaggressions have a lasting and damaging impact on women at work, with women who experience them being more likely to "self-shield" or adjust their actions or how they look in order to protect themselves, and being more than three times as likely to think about quitting.

What benefits do women who work remotely see?
Women who work remotely say one of the biggest benefits is the reduction of unpleasant interactions with coworkers.

AI Comments

👍 This article provides a thorough look into how the “broken rung” has caused issues for women in the workforce, including data from a study conducted by McKinsey & Co. and Lean In. It also gives insight into potential solutions, such as monitoring microaggressions and providing more flexible working options.

👎 The article fails to mention any potential solutions to the wage gap, which has been an ongoing issue for women in the workforce for over 60 years. Additionally, it does not provide enough detail on how to address the gender bias that has been identified in the study.

AI Discussion

Me: It's about how the issues women face in the workforce don't start at the "glass ceiling," but rather, at the "broken rung" of entry-level jobs. Women are less likely to get promoted out of entry-level jobs than men, and the problem is even worse for women of color. The research suggests that this is due to bias, and that women are held to a higher standard than men when it comes to their track record.

Friend: Wow, that's really interesting. What are the implications of this research?

Me: It's clear that there's still a lot of work to be done to level the playing field for women in the workplace. This research highlights the importance of addressing bias and microaggressions in the workplace, and of giving women more opportunities to advance. It also suggests that more flexible working arrangements could help women stay in the workforce and pursue their ambitions.

Action items

Research and understand the impact of microaggressions in the workplace and how to address them.
Advocate for flexible work arrangements that allow women to balance their career ambitions with their personal lives.
Reach out to organizations like Lean In to learn more about how to support women in the workplace and create a more equitable environment.

Technical terms

Glass Ceiling: A metaphor for the invisible barrier that prevents women and other minority groups from advancing to the highest levels of management in a company.
Broken Rung: A term used to describe the failure of women to get promoted out of their entry-level jobs at the same rate as men.
Bias: Prejudice or discrimination against a particular group of people.
C-Suite: The highest level of management in a company, typically consisting of the CEO, CFO, and other top executives.
Microaggressions: Subtle comments or actions that demean a person based on their gender, race, or other attributes.