theBoardlist

One of the things I'm most grateful for is the work done each year by Sheryl Sandberg, Lean In, and McKinsey & Company, on the State of Women in the workplace. Understanding the trends of the last 9 years through their work each year is so meaningful to all of those invested in Diversity, Equity and Inclusion, which inlcudes us at Xero, theBoardlist, BoardProspects, and me personally. You can find this year's full report here. TL:DR, 4 Key Myths that are busted in the report include: Myth #1: Women are becoming less ambitious. In reality, women are as ambitious as ever and are more ambitious than before the pandemic. At every stage of the pipeline, women are as committed to their careers and as interested in being promoted as men. Young women are especially ambitious: 9 in 10 women who are 30 and under want to be promoted to the next level, and 3 in 4 aspire to become senior leaders.   Myth #2: The “glass ceiling” is the largest obstacle to women’s advancement In reality, the “broken rung” is the greatest obstacle women face on the path to senior leadership. For every 100 men promoted from entry-level to manager, 87 women are promoted. And this gap is trending the wrong way for women of color: this year, 73 women of color were promoted to manager for every 100 men, down from 82 women of color last year. While the number of women in the C-suite has increased from 17 to 28 percent, these gains are not sustainable if companies don’t fix their broken rung.   Myth #3: Microaggressions have a “micro” impact In reality, microaggressions have a large and lasting impact on women’s careers and well-being. Women are twice as likely as men to experience microaggressions, such as being interrupted or having their judgment questioned. For women with traditionally marginalized identities, these slights happen more often and are more damaging. By leaving microaggressions unchecked, companies miss out on everything women have to offer and risk losing talented employees.   Myth #4: It’s mostly women who want—and benefit from—flexibility and remote work In reality, men and women see flexibility as a “top 3” employee benefit, ranking it higher than employee tried-and-true benefits such as parental leave and childcare. High numbers of women and men also point to the same primary benefits of remote work: increased efficiency and productivity, better work/life balance, and less fatigue and burnout. https://lnkd.in/g9ue2kFz!