Broken Rung: Systemic Obstacles to Career Advancement
“Just because someone carries it well, doesn’t mean it’s not heavy.”
This quote deeply resonates with me as I reflect on the professional journeys of women, particularly women of color.
The 'broken rung’ in the corporate ladder stands out as the most significant obstacle to women's career progression. This issue is highlighted in the Women In the Workplace 2023 report by LeanIn.Org and McKinsey & Company. This annual report, first released in 2015, provides crucial insights for improving gender diversity in leadership.
The term "broken rung" refers to systemic barriers that prevent women from securing their initial promotion from an entry level position to manager. This perpetuates gender disparities in leadership positions, creating a bottleneck effect.
Examples of systemic barriers include:
Microaggressions: Frequent, subtle, or overtly negative comments and behaviors that undermine confidence and morale.
Unequal access to opportunities: Fewer chances for high-visibility projects, leadership training, and networking events.
Stereotyping and tokenism: Being pigeonholed into specific roles or responsibilities based on race or ethnicity, or being the only person of color in a team and expected to represent an entire community.
Bias in performance evaluations: Stricter scrutiny and less favorable assessments compared to peers, often based on unconscious biases.
For women of color, the impact of the ‘broken rung’ is particularly detrimental. Although they are more ambitious than their peers, women of color experience lower promotion rates and are severely underrepresented in leadership positions. This is compounded by limited access to critical career advice and crucial career support from senior leaders, mentors, and sponsors. This leaves many women of color feeling stuck in their career, battling unseen barriers every step of the way.
This reality fuels my passion and commitment. While I’ve had the honor of coaching a diverse range of clients, empowering women of color to bridge the promotion gap and advance their careers is my priority.
Addressing the issue also requires targeted strategies and systemic changes spearheaded by organizations to create equal opportunities for career advancement for women of color.
Here are 5 remedies that can have an impact:
Mentorship and Sponsorship Programs: Establish formal mentorship and sponsorship programs that specifically pair women of color with senior leaders who can advocate for their career advancement, provide guidance, and offer visibility within the organization.
Leadership Development Programs: Offer tailored leadership development programs that equip women of color with the skills, knowledge, and networks necessary for advancement into managerial and executive roles. Include opportunities for exposure to senior leadership and decision-making processes.
Networking Opportunities: Facilitate access to networking opportunities, professional associations, industry events, and conferences where women of color can build relationships, gain visibility, and access career-enhancing opportunities.
Work to de-bias performance reviews and promotions. Establish safeguards to ensure that evaluation criteria are applied fairly by supervisors and bias doesn’t creep into decision making.
Track inputs and outcomes. Track and report out on talent development and recruitment processes using an intersectional lens of race and gender to help uncover inequities. The data can be used to inform targeted interventions to address the obstacles faced by women of color.
Together, we can shatter these barriers, rise above systemic biases, and create a future where every woman of color not only survives but thrives and leads with confidence and purpose. 💫
If you’re seeking support elevating your career, I invite you to schedule a free consultation to learn more about my coaching services. Let's chart your path to success together.💫
