“broken rung” is still broken – women of color especially are less likely to overcome this barrier For every 100 men promoted to manager …and only 82 women of color are promoted, compared to 85 women of color last year …only 87 women are promoted This is as broken as last year for women overall.And more broken for women of color Source: 2022 Women in the Workplace report and analysis Note: Assumes an equal number of men, women, and women of color at entry level available to be promoted 6 McKinsey & Company Women and men leaders refers to employees at the senior manager / director, vice president, senior vice president, and c-suite levels 4-year average voluntary attrition from 2017-2020 5 McKinsey & Company “Voluntary attrition” refers to employees who left their organization of their own volition. men leaders from 2017 to 2021, % 7.4 9.0 7.9 10.5 +22% +33% Historical average 2021 rate “1 up, 2 out” For every woman director promoted to the next level, two women directors are choosing to leave their company Men Women Note: Voluntary attrition rates for men and women leaders (L4 to L1) were calculated by weighting each employee level’s voluntary attrition rate by the end of year composition. Great breakup’ - women leaders are leaving their companies at the highest rate in years Source: 2018-2022 Women in the Workplace research Voluntary attrition for women vs. Pipeline data in this report are based on data from the end of 2021 and do not reflect changes through 2022 Source: 2022 Women in the Workplace research 4 McKinsey & Company ![]() Some percentages may sum to 99 percent or 101 percent due to rounding. Manager / Director Manager Entry level 19 14 Note: Total percent of women and men per level in the race and gender pipeline may not sum to overall corporate pipeline totals, as the race pipeline does not include employees with unreported race data. ![]() Modest progress, women are still dramatically underrepresented in leadership Employees by level as of year-end 2021, % End of 2016 47 37 33 29 21 20 ’16 to ’21 change 1pp 3pp 3pp 3pp 7pp 6pp 48 End of 2021 40 36 32 28 26 Men of color White women Women of color White men % of women1 Women’s representation has shown signs of progress throughout the pipeline, but women of color continue to lose ground at every step Women also remain deeply underrepresented in technical roles women in technical roles are 2X as likely as women overall to say they’re the “only woman in the room” 13 21 61 13 23 58 14 24 54 16 26 47 19 27 41 19 29 33 5 6 8 10 C-suite SVP VP Sr. It is the largest comprehensive study of the state of women in corporate America Since the launch of the report in 2015, 810+ companies have participated in the study, and 400,000+ employees have been surveyed on their workplace experiences.Īre facing two major pipeline challenges McKinsey & Company 3 3 McKinsey & Company Source: 2022 Women in the Workplace research Women in the Workplace is a multi-year joint research effort by McKinsey & Company and. Due to small sample sizes for other racial and ethnic groups, reported findings on individual racial/ethnic groups are restricted to Black women, Latinas, and Asian women. Women of color include Black, Latina, Asian, Native American/American Indian/Indigenous or Alaskan Native, Native Hawaiian, Pacific Islander, Middle Eastern, or mixed-race women. ![]() Due to small sample sizes for transgender women, data are reported for “women overall” or “LGBTQ+ women” in aggregate. Of this material without specific permission of McKinsey & Company is strictly prohibited 2022 Women in the WorkplaceĮighth year This year… 333 Participating companies 12 million+ Employees in participating companies 34 in-depth 1-on-1 interviews 40,000+ Employees surveyed on workplace experiences Note: In this document, “women” includes cisgender and transgender women.
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