Fixing the Broken Rung

For the ninth year in a row, the Women in the Workplace report from McKinsey and LeanIn.org shows that professional women are being held back — not by the glass ceiling, but at the first rung of the ladder — that first step up to management. This year, for every 100 men promoted from entry-level to manager, 87 women were promoted. Progress for early career Women of Color is all the more dire, with just 73 being promoted for every 100 men. And it’s not due to lack of ambition. Women are as committed to their careers and interested in being promoted as men at every point in the leadership pipeline. So, if that’s the case, where’s the disconnect?

The fact is that women need different supports, especially when they’re in male-dominated environments. Implementing these supports as part of a larger DEI strategy improves the culture and the bottom line of a company and drives satisfaction, a sense of belonging, and professional success. A real win-win.?

Women Need a Roadmap?

Women are looking for a clear career path and persistent skills development to support them at work. When they don’t receive the help they need to navigate, they are left behind — just when they are getting started. Developing the ability to self-advocate, build upon personal strengths, establish a unique leadership style as well as outline a vision for how they can best contribute to the organization are all essential to empowering more women to level up their careers. It all starts with employers investing in their women earlier via resources, opportunities and programs.

If Women Can See It, They Can Be It

When women are able to see professionals like them in leadership positions, learning from the mistakes they’ve made and the wins they’ve had, they can better envision their path and take the right steps to get there. This is where access to coaching and guidance can add tremendous value — bringing practical experience in how best to navigate the organization from executive-level women who have been there. When tapping into this valuable resource, and provided as part of a company's overall diversity and inclusion strategy, employers can create a support system that empowers diverse talent to take on new leadership roles.

The Power of Peers

Fostering a sense of belonging — creating safe environments where women can develop valuable relationships, help each other, and grow together within an organization — has been proven to accelerate their success. Women are more likely to perform better at work with a tight-knit circle of supportive women that they can trust and lean on for advice and input. Employee Resource Groups are a great vehicle for larger specific groups. But creating a more intimate, safe environment for individuals to develop and grow is key for women to realize their full potential.

Support Women to Advance, Thrive, and Stay?

Programs that combine coaching from experienced senior executives, community via internal peer networks, and on-demand advice with a leadership development curriculum are key to moving the needle for women and under-represented groups.

Aurora was expressly developed to tackle the broken rung. Launched in 2020 and designed for early and mid-career women, it offers this unique blend of personalized, high-touch guidance and peer support, as well as crucial, in-the-moment advice. It was uniquely designed to provide a holistic approach to leadership development, providing companies with a scalable experience that dramatically enhances engagement, retention, and advancement.?

After completing the Aurora program:

• 97% felt a stronger sense of belonging and connection at their company
• 40% of participants have earned promotions within one year
• 89% believe they have become more effective leaders
• 90% believe they now have the necessary skills for advancement

reacHIRE’s Leadership Development Program Aurora makes a concrete impact on early and mid-career women who are stuck, yielding a greater number of qualified women in middle and upper management and improving both the culture and bottom line of every company that implements it.?

Looking Ahead

While it is discouraging that in 2023, we’re still seeing some of the same issues we saw in 2020, there are innovative ways of tackling the broken rung so women can be more equally representative of our future leaders. If we truly want to empower women to lean in, companies must provide them with the tools, support systems, and safe communities that they can lean on. It's time to address these systemic issues as a society and pave the way for a more equitable and diverse workplace.

To learn more about the Aurora platform and how it can benefit your organization, visit www.reachire.com/aurora.

About the Author

Addie Swartz, CEO of reacHIRE, works with Fortune 500 companies and human resources leaders to broaden and expand talent pipelines, boost engagement, and develop diverse leaders within organizations. From Return-To-Work programs which bring seasoned professionals back to the workforce, to a proprietary leadership development program and platform (Aurora) that powers career growth and belonging, the company is committed to helping organizations grow emerging leaders, build community, and drive retention for diverse populations. Addie has spent the past three decades as a leading voice on how to support and advance professional women at all levels of the workforce and was recently named to the 2023 Forbes "50 Over 50 List for Innovation."