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Women in
the
Workplace
Nearly half of men think women are well represented in leadership at companies where only one
in ten senior leaders is a women. And just over half of women think women are well represented
in leadership at companies where three in ten senior leaders are women.
Largest study of its kind
222COMPANIES
12MEMPLOYEES
Women are
underrepresented at
every level in the
corporate pipeline
C-SUITE
SVP
VP
SR MANAGER/
DIRECTOR
MANAGER
ENTRY
LEVEL
WOMEN
OF COLOR
WHITE
WOMEN
MEN OF
COLOR
WHITE
MEN
Women in the C-suite
1 in 5 C-suite leaders
is a woman . . .
. . . and fewer than 1 in 30
is a woman of color
Not because of attrition
WOMEN MEN
WOMEN AND MEN ASK FOR PROMOTIONS AT COMPARABLE RATES
White
Asian
Latinx
Black
Not because of lack of interest
WOMEN MEN
Good news...
Company commitment is high
56%
86%
CEOs in 2012 CEOs in 2017
Women are asking for more
22%
34%
23%
34%
Promotions
Raises
Bad news…
Men and women see the
workplace differently
Thomas Barwick/Getty Images
Women see their gender as a bigger obstacle…
My gender played a role in
missing out on a raise, promotion
or chance to get ahead
My gender will make it harder
to get a raise, promotion or
chance to get ahead
37% 8% 39% 15%
Men are more optimistic about gender
diversity efforts…
My company is doing what it takes
to improve gender diversity
Managers consider a diverse
lineup of candidates to fill
open positions
49%63% 35%50%
Perhaps as a result, men are less
personally committed
Gender diversity is a very important
or top personal priority to me
58%47%
Many companies are overlooking
women of color
Hero Images/Getty Images
Women of color
face more
obstacles and
receive less
support
SUPPORT WOMEN RECEIVE
STATE OF WOMEN IN THE PIPELINE
BLACK LATINA ASIAN WHITE
Managers advocate for
them for an opportunity
Managers give them
stretch assignments
Managers provide advice
to help them advance
Managers help them navigate
organizational politics
Managers defend
them or their work
Rate of women’s promotions
Rate of women’s attrition
Women of color face double discrimination – biases for being women and
biases for being people of color. When diversity initiatives treat gender and
race as different issues, women of color are left out.
Women of color
have higher ambitions
to be a top exec
DESIRE TO BE A TOP EXECUTIVE
BLACK
WOMEN
WHITE
WOMEN
LATINA
WOMEN
ASIAN
WOMEN
Managers are falling short
John Wildgoose/Caiaimage/Getty Images
39%
50%
52%
My direct manager
My CEO
My company
Gender diversity is a high priority to…
Managers need to commit to gender diversity
Managers need to do more to foster gender diversity
Managers make sure a diversity
of voices is represented in
decision-making
39% of employees say...
39%
Managers regularly address
gender-biased language and
behavior when it happens
30% of employees say...
30%
Managers need to do more to
advance women
Employees are more likely to be promoted
when managers advocate for them, give
them stretch assignments and advise them
on how to advance
But women are less likely to get this type of
support and mentorship
Companies can help managers
get this right
Share gender metrics Offer bias training Reward progress
Many companies aren’t
doing the basics
Hero Images/Getty Images
6%
30%
Recruiting for diversity
100%
Mandate a diverse
slate of candidates
Blind resume
reviews
Setting targets
18%
25%
31%
100%
For representation
For external hiring
For promotions
Sharing metrics
8%
23%
100%
With managers
With employees
Holding leaders accountable
31%
40%
100%
Hold leaders
accountable for gender
diversity metrics
Use financial
incentives
Advancing women is not just
the right thing to do;
it’s the smart thing to do
MoMo Productions/Getty Images
Organizations with more
women have a lower incidence of
sexual harassment
1. Jennifer L. Berdahl, “The Sexual Harassment of Uppity Women,” Journal of Applied Psychology 92, no. 2 (2007): 425–37, https://www.ncbi.nlm.nih.gov/pubmed/17371089.
1
Employees on diverse teams are
more committed and work harder
2. Credit Suisse, Gender Diversity and Corporate Performance (August 2012), https://www.credit-suisse.com/newsletter/doc/gender_diversity.pdf. 3. Corporate Executive Board, Creating Competitive
Advantage Through Workforce Diversity (2013), http://www.executiveboard.com/exbd/humanresources/corporate-leadership-council/diversity-and-inclusion/diversitywhite-paper/index.page.
2, 3
Companies with more women in
leadership have more generous
employee policies and produce
better business results
4. Paul Ingram and Tal Simons, “Institutional and Resource Dependence Determinants of Responsiveness to Work-Family Issues,” The Academy of Management
Journal 38, no. 5 (1995): 1466–82, http://www.jstor.org/stable/256866?seq=1#page_scan_tab_contents. 5. Vivian Hunt, Dennis Layton, and Sara Prince, “Why
Diversity Matters,” McKinsey & Company, 2015, https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters.
4, 5
For more information,
visit womenintheworkplace.com

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Women in the Workplace Data at Seat @ the Table May 2018

  • 1. Together, we can do this Women in the Workplace
  • 2. Nearly half of men think women are well represented in leadership at companies where only one in ten senior leaders is a women. And just over half of women think women are well represented in leadership at companies where three in ten senior leaders are women.
  • 3. Largest study of its kind 222COMPANIES 12MEMPLOYEES
  • 4. Women are underrepresented at every level in the corporate pipeline C-SUITE SVP VP SR MANAGER/ DIRECTOR MANAGER ENTRY LEVEL WOMEN OF COLOR WHITE WOMEN MEN OF COLOR WHITE MEN
  • 5. Women in the C-suite 1 in 5 C-suite leaders is a woman . . . . . . and fewer than 1 in 30 is a woman of color
  • 6. Not because of attrition WOMEN MEN
  • 7. WOMEN AND MEN ASK FOR PROMOTIONS AT COMPARABLE RATES White Asian Latinx Black Not because of lack of interest WOMEN MEN
  • 9. Company commitment is high 56% 86% CEOs in 2012 CEOs in 2017
  • 10. Women are asking for more 22% 34% 23% 34% Promotions Raises
  • 12. Men and women see the workplace differently Thomas Barwick/Getty Images
  • 13. Women see their gender as a bigger obstacle… My gender played a role in missing out on a raise, promotion or chance to get ahead My gender will make it harder to get a raise, promotion or chance to get ahead 37% 8% 39% 15%
  • 14. Men are more optimistic about gender diversity efforts… My company is doing what it takes to improve gender diversity Managers consider a diverse lineup of candidates to fill open positions 49%63% 35%50%
  • 15. Perhaps as a result, men are less personally committed Gender diversity is a very important or top personal priority to me 58%47%
  • 16. Many companies are overlooking women of color Hero Images/Getty Images
  • 17. Women of color face more obstacles and receive less support SUPPORT WOMEN RECEIVE STATE OF WOMEN IN THE PIPELINE BLACK LATINA ASIAN WHITE Managers advocate for them for an opportunity Managers give them stretch assignments Managers provide advice to help them advance Managers help them navigate organizational politics Managers defend them or their work Rate of women’s promotions Rate of women’s attrition
  • 18. Women of color face double discrimination – biases for being women and biases for being people of color. When diversity initiatives treat gender and race as different issues, women of color are left out.
  • 19. Women of color have higher ambitions to be a top exec DESIRE TO BE A TOP EXECUTIVE BLACK WOMEN WHITE WOMEN LATINA WOMEN ASIAN WOMEN
  • 20. Managers are falling short John Wildgoose/Caiaimage/Getty Images
  • 21. 39% 50% 52% My direct manager My CEO My company Gender diversity is a high priority to… Managers need to commit to gender diversity
  • 22. Managers need to do more to foster gender diversity Managers make sure a diversity of voices is represented in decision-making 39% of employees say... 39% Managers regularly address gender-biased language and behavior when it happens 30% of employees say... 30%
  • 23. Managers need to do more to advance women Employees are more likely to be promoted when managers advocate for them, give them stretch assignments and advise them on how to advance But women are less likely to get this type of support and mentorship
  • 24. Companies can help managers get this right Share gender metrics Offer bias training Reward progress
  • 25. Many companies aren’t doing the basics Hero Images/Getty Images
  • 26. 6% 30% Recruiting for diversity 100% Mandate a diverse slate of candidates Blind resume reviews
  • 29. Holding leaders accountable 31% 40% 100% Hold leaders accountable for gender diversity metrics Use financial incentives
  • 30. Advancing women is not just the right thing to do; it’s the smart thing to do MoMo Productions/Getty Images
  • 31. Organizations with more women have a lower incidence of sexual harassment 1. Jennifer L. Berdahl, “The Sexual Harassment of Uppity Women,” Journal of Applied Psychology 92, no. 2 (2007): 425–37, https://www.ncbi.nlm.nih.gov/pubmed/17371089. 1
  • 32. Employees on diverse teams are more committed and work harder 2. Credit Suisse, Gender Diversity and Corporate Performance (August 2012), https://www.credit-suisse.com/newsletter/doc/gender_diversity.pdf. 3. Corporate Executive Board, Creating Competitive Advantage Through Workforce Diversity (2013), http://www.executiveboard.com/exbd/humanresources/corporate-leadership-council/diversity-and-inclusion/diversitywhite-paper/index.page. 2, 3
  • 33. Companies with more women in leadership have more generous employee policies and produce better business results 4. Paul Ingram and Tal Simons, “Institutional and Resource Dependence Determinants of Responsiveness to Work-Family Issues,” The Academy of Management Journal 38, no. 5 (1995): 1466–82, http://www.jstor.org/stable/256866?seq=1#page_scan_tab_contents. 5. Vivian Hunt, Dennis Layton, and Sara Prince, “Why Diversity Matters,” McKinsey & Company, 2015, https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters. 4, 5
  • 34. For more information, visit womenintheworkplace.com