What is the “broken rung”?

The ''broken rung'' describes?the phenomenon where women in entry-level positions are promoted to managerial positions at much lower rates than men?(a). Research by McKinsey and LeanIn.Org (2021) identified this, where ''for every 100 men promoted to manager, only 86 women are promoted''.

The broken rung is more of an impediment to women than the glass ceiling, especially at entry-level roles.

It is a metaphor that refers to the first step up to a managerial role, where women disproportionately get stuck and can’t advance at the same rate as men. Despite years of efforts toward gender equality in the workplace, the broken rung remains a persistent barrier, particularly for women of color.

Why is the Broken Rung an issue?

This first promotion is crucial because it sets the course for career advancement. If women don’t make it to management, they struggle to rise to senior leadership, creating a ripple effect of underrepresentation at the top.

The statistics are sobering: for every 100 men promoted to manager, only 87 women are promoted. For Black and Latina women, the numbers are even more disheartening—only 54 Black women and 65 Latina women are promoted for every 100 men. This broken step up is the point where women's careers begin to stall, limiting their opportunities for growth and leadership. When fewer women are promoted to management, the pipeline of women available for higher-level positions narrows. This creates a “snowball effect” where women are underrepresented in management and at every subsequent level, from director to executive leadership.

The broken rung also contributes to a lack of diversity in senior leadership. Since women of color face even more significant barriers at the first promotion step, they are significantly underrepresented in executive roles. As a result, companies miss out on the innovation, performance, and cultural benefits of diverse leadership.

Fixing the broken rung is about more than just helping women get their first promotion; it’s about building a fairer, more inclusive workplace where talent rises based on merit, not gender or race. By addressing the systemic barriers that keep women, especially women of color, from advancing, companies can create a more balanced and diverse leadership pipeline.

Ultimately, the goal is not just to promote more women into management but to ensure they have the support, resources, and opportunities to thrive at every level of the corporate ladder. Breaking through the broken rung will take sustained effort, but it’s an essential step toward true gender equality in the workplace.

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