Breaking the Concrete Ceiling: The Importance of Focusing on the Broken Rung

As we set our goals and aims for this year, it's important to remember that taking small steps can still have a big impact. With recent reports highlighting the focus on women in leadership, it's easy to get caught up in the larger picture. However, it's crucial to start at the beginning and address the underlying issues that prevent progress.

The reality is that Black women often don't get the opportunity to reach leadership positions, as they are stuck on the "broken rung." In fact, while 100 white men are promoted to entry-level management, only 58 Black women are promoted to the same extent. This disparity highlights the need for companies to take action in order to support Black women in their careers.

While it's important to aim for greater diversity in leadership, it's equally important to focus on the broken rung and give Black women the opportunity to reach junior management positions. This requires a thorough examination of the criteria for promotions and the support given to Black women to help them advance in their careers.

It's not just about having big statements or showcasing diversity in leadership. It's about taking tangible steps to support Black women and give them the chance to grow within a company.

The idea of a "broken rung" in the corporate ladder has become a well-known problem, with many companies struggling to promote Black women to entry-level management positions.

The question is why?

The issue is not a phenomenon, but is a result of conversations and actions between managers and employees that have a profound impact on their careers.

Managers and decision-makers must be aware that the feedback they give employees is not only crucial to their growth but also affects their chances of promotion. Feedback should be clear and transparent, allowing employees to understand their strengths and weaknesses and work on them. Unfortunately, some managers are known to give vague feedback, which can hinder an employee's growth and promotion prospects.

It is essential to understand that not everyone with people responsibilities should automatically be promoted to a managerial position. However, the lack of support and the way decisions are made regarding pay cuts, profit margins, and promotions can affect not only good employees but also Black female employees who are overrepresented in junior roles in the company.

The power pyramid in corporations tends to become more homogenous and more heavily weighted towards men as one moves up the ladder. This means that any decisions that are made at the top levels will have a disproportionate impact on women. Therefore, it is crucial to consider the consequences of all actions, including the smallest ones, because they all contribute to the repair or exacerbation of the broken rung.

The broken rung is indicative of a bottleneck in the organisation and means that it must be closely analysed. Who is breaking the rung? Is it the hiring managers who may need training? Who has developed the promotion criteria?

It is not enough to simply talk about the pipeline problem or diversity targets in the workplace. The approach taken year after year must change, and companies must start thinking about how their actions create a chain reaction. The focus should not only be on big strategies, but also on the small steps that can have a significant impact.

If this article resonates and you can see where the problem is. it's time to start thinking about how your actions and decisions create a chain reaction, and how they contribute to fixing the broken rung and increasing diversity and women in leadership.

Leanne Mair is the Founder and CEO of?Benefactum Consulting, a consultancy focussed on accelerating gender equity in the workplace, the Founder of?Black Women Parlay, an invitation-only network for future-forward Black women and the Co-Founder of?The Sororum,?a CIC dedicated to supporting first-generation female professionals moving into the workplace.