The Cliff Effect
- Filed under "equality"
- Published Monday, May 22, 2017
- « back to articles
In corporate America, women fall behind early and continue to lose ground with every step.
This is an overarching theme in a new study by LeanIn.org and McKinsey & Company. Women in the Workplace 2016 gives employers specific information to help promote gender equality and female leadership in their workplace.
Among the findings of the report, which outlines the many ways women experience fewer promotions and unequal opportunities in corporate America, are the following:
- Women negotiate as often as men do, but are 30% more likely to receive feedback as being too aggressive, pushy, or intimidating.
- When asking for feedback, which women do as frequently as men, women receive feedback much less often than men.
- Women have less interest in becoming top-level executives - only 40% of women express interest compared to 56% of men.
- Women get less access to high-level leadership than men do - a gap that increases as women and men advance.
- Women of color are the most underrepresented group in the corporate pipeline, holding only 3% of C-suite positions.
This report is intended to provide corporations with a benchmark, as well as recommendations to move toward gender equity:
- Make a compelling case for gender equality - including data on the positive impact it has on employees and the company, as well as customers and society.
- Ensure that corporate policies for hiring, promotion, and performance reviews are fair and are evaluated for gender bias.
- Make an increased investment in training related to gender diversity.
- Track senior leadership and managers on gender diversity by establishing and monitoring goals.
Through our work at Chrysalis, we are charged with promoting the value of women in both the workplace and in corporate leadership, and with raising new generations of female leaders. The ripple effect can be tremendous - not only in corporate performance, but in employee satisfaction and engagement, productivity, turnover, and long-term improvement in economic well-being.
Note: Featured Image Source: Bloomberg CS Gender 3000