In today’s corporate landscape, the pursuit of Diversity, Equity, and Inclusion (DEI) has become increasingly complex, particularly concerning women’s advancement in the workplace. With shifting political and economic climates, many organizations are scaling back their DEI initiatives, posing a real risk of stalling progress toward gender equity. Achieving true equity in the workplace now requires renewed commitment and a strategic focus on policies that genuinely support women at every stage of their careers.
One of the key challenges women face in achieving leadership roles is rooted in the “broken rung” phenomenon, a term that describes the obstacles many encounter when first advancing into managerial positions. Research reveals that for every 100 men promoted to manager-level roles, only 81 women are promoted, creating a cumulative effect that leaves far fewer women in the leadership pipeline as careers progress. This gap is particularly evident among women of color, who often face additional barriers that prevent them from ascending to higher roles. Addressing this broken rung is crucial for creating a leadership landscape where women can rise on equal footing.
Organizations committed to gender equity are focusing on structural changes that support women’s growth. Strategies to address the broken rung include reassessing recruitment processes to eliminate biases, establishing mentorship and sponsorship programs tailored to women’s unique challenges, and offering flexible work arrangements to accommodate the often-overlapping responsibilities of career and caregiving. Such initiatives not only benefit women but also enhance organizational resilience by cultivating a diverse pool of capable leaders.
Early intervention also plays a pivotal role in reshaping the narrative around women’s career aspirations. Programs that focus on inspiring young girls to dream big, such as those run by foundations dedicated to boosting confidence and ambition, help break down traditional gender norms from a young age. By instilling career aspirations early on, society can nurture a generation of young women who feel empowered to pursue leadership roles across diverse industries.
Building an inclusive workplace culture is equally vital for women’s advancement. While formal DEI policies are foundational, the day-to-day culture within an organization has a significant impact on women’s career progression. Creating an environment where women feel valued, heard, and supported is essential for retaining top talent and encouraging women to pursue leadership opportunities. Such inclusive cultures foster psychological safety, allowing women to bring their full selves to work, share diverse perspectives, and take on challenges with confidence.
The path to true gender equity in the workplace is undeniably long, and the current environment presents undeniable obstacles. However, organizations that remain steadfast in their DEI commitments are likely to see substantial returns—not only in business performance but also in setting an example of resilience and innovation in corporate culture. As more companies embrace inclusive practices and work to eliminate gender disparities, the journey toward gender parity becomes less daunting and more attainable.
Prioritizing representation, development, and support for women at every level is more than a goal; it is a powerful driver of progress. Through strategic efforts to repair the broken rungs in career advancement, early interventions to inspire future generations, and commitment to fostering inclusive work cultures, businesses can make meaningful strides in advancing women in the workplace. The road to equity may be challenging, but by embracing resilience and intentionality, companies can create a future where gender parity is not just an aspiration but a reality that empowers everyone.
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ABOUT THE AUTHOR
Jody Ordioni is the author of “The Talent Brand.” In her role as Founder and Chief Brand Officer of Brandemix, she leads the firm in creating brand-aligned talent communications that connect employees to cultures, companies, and business goals. She engages with HR professionals and corporate teams on how to build and promote talent brands, and implement best-practice talent acquisition and engagement strategies across all media and platforms. She has been named a "recruitment thought leader to follow" and her mission is to integrate marketing, human resources, internal communications, and social media to foster a seamless brand experience through the employee lifecycle.
