Bias-caused barriers to advancement still exist for women. [Shutterstock]
Despite gender-equity progress in recent years, women in the workplace continue to face barriers to advancement—stymied by underrepresentation, lower pay and discrimination. According to a survey by workplace-consulting firm Wellable, for every 100 men promoted to their first management position, 89 white women and 81 women of color achieve the same advancement.
The disparity in promotion achievement has been referred to as the “broken rung,” an obstacle for women with an eye on climbing the corporate ladder. The challenges are compounded for women of color, the study shows. For instance, women in 2024 held 29% of executive-level roles overall, while women of color held 7% such roles. While both numbers are on an uptick—a 17% and 4% increase since 2015, respectively—white women aren’t projected to reach parity with men in corporate roles until 2046, and women of color aren’t projected for parity until 2072.
One way women can get past the broken rung is through the concept of “experience capital”—a term championed by leadership consultants Kweilin Ellingrud, Lareina Yee and María del Mar Martínez in their recently published book, The Broken Rung.
“Fifty percent of a woman’s lifetime earnings come from something called experience capital, which is what they learn on the job,” Yee told Forbes.com. She urges women to pursue highly visible roles in their companies—despite the fact that women aren’t often encouraged to do so—and not be discouraged by alleged qualifications for a promotion.
In their book, the authors present research showing women typically believe they should meet 100% of the qualifications called for in a position, while men will apply for an opportunity when they meet just 60% of the qualifications.
Believe in yourself is Yee’s message. Make “big, bold moves.”
Here are 4 ways companies can repair the ‘broken rung’
- Bias training in performance evaluations and hiring practices
- Greater transparency in promotion criteria and decision-making processes
- Structured mentorship and sponsorship for women of color
- Accountability mechanisms for diversity goals (for example, setting measurable targets and reporting progress quarterly and annually)
(Source: Wellable)
