For some women the experience is far more common. Gender inequality in the workplace has plagued the global economy for many decades; if it is not addressed by integrating women as an integral part of the workforce in general, it loses out on the skills, ideas, improved decision-making, and perspectives that are essential to address the global issues and to harness new scopes and opportunities. For the sixth year in a row, women continued to lose ground at the first step up to manager. Give employees the flexibility to fit work into their lives. If you are a business or government in a country where we currently do not have a Closing the Gender Gap Accelerator you can reach out to us to explore opportunities for setting one up. Our talent plans must encompass our total talent pool – not just a piece of it. Over the past five years, more companies have adopted these best practices, but progress toward full adoption is slow. The vast majority of companies say that they’re highly committed to gender and racial diversity—yet the evidence indicates that many are still not treating diversity as the business imperative it is. Foster an inclusive and respectful culture. They are more likely than employees of other races and ethnicities to feel uncomfortable talking with colleagues about the impact current events have had on their community and about their own grief and loss. "Gender discrimination comes in many forms for today’s working women." Many companies also overlook the realities of women of color, who face the greatest obstacles and receive the least support. Flexible work arrangements such as those now in place in much of the world have long been a sought-after measure by those promoting greater gender equality. About a third of companies set targets for the representation of women at first-level management, compared to 41 percent for senior levels of management. Black women who are Onlys are especially likely to feel scrutinized, under increased pressure to perform, and as if their actions reflect positively or negatively on people like them. Accessed June 18, 2020. For almost two-thirds of women, microaggressions are a workplace reality (Exhibit 3). Employees have more visibility than ever before into what’s going on in one another’s personal lives. Use minimal essential Notably, just as many men as women say they’ll leave to focus on family, and the number for both genders is remarkably low: 2 percent or less. In reality, the biggest obstacle that women face is much earlier in the pipeline, at the first step up to manager. Under the highly challenging circumstances of the COVID-19 pandemic, many employees are struggling to do their jobs. More than 75 percent of CEOs include gender equality in their top ten business priorities, but gender outcomes across the largest companies are not changing. "This Harvard economist revolutionized our understanding of why women earn less than men." Income equality should be the emphasis, rather than wage equality. Women—especially women of color—are more likely to have been laid off or furloughed during the COVID-19 crisis, To create an inclusive and dynamic economy, it has to be ensured that everyone has got an equal opportunity to succeed. Women are less likely to be hired into manager-level jobs, and they are far less likely to be promoted into them—for every 100 men promoted to manager, 79 women are (Exhibit 2). Younger generations are more likely to see bias in the workplace—for example, managers under 30 are more likely to say they see bias than older employees at the same level. Meanwhile, Black women already faced more barriers to advancement than most other employees. To better support Black women, companies need to take action in two critical areas. In order to make your workplace comfortable for men and women, make sure your managers are trained in how to manage. The COVID-19 crisis has disproportionately affected Black people, and incidents of violence toward Black people in the United States have exacted a heavy emotional and mental toll on Black women. Without exception, candidates for the same role should be evaluated using the same criteria. Over half of all employees plan to stay at their companies for five or more years, and among those who intend to leave, 81 percent say they will continue to work. Quartz. Black women were already having a worse experience in the workplace than most other employees. To turn these insights into concrete action and national progress, we have developed the Closing the Gender Gap Accelerators model for public private collaboration. PMI®, PMP®, CAPM®, PMI-ACP®, PMBOK® and the PMI Registered Education Provider logo are registered marks of the Project Management Institute. For most if not all companies, this includes addressing the distinct barriers women of color face and getting sufficient buy-in from men. The cultural emphasis on being the ideal mother, along with a corporate culture that demands long work hours, makes motherhood very difficult for women with careers. Leaving the workforce is defined in this report as taking a leave of absence or leaving the workforce altogether. Progress at the top is constrained by a “broken rung.” The biggest obstacle women face on the path to senior leadership is at the first step up to manager (Exhibit 3). It is important to incorporate men into the theoretical framework. Many corporate diversity efforts focus on either race or gender, which means women of color may end up being overlooked. Ninety-eight percent of companies have policies that make it clear sexual harassment is not tolerated, but many employees think their companies are falling short putting policies into practice. The income gap is the difference in total wages earned by women vs. men. Companies need to foster a culture in which Black women—and other traditionally marginalized employees—feel like they belong. Gender balance in the workplace, and specifically in leadership roles, it’s not a quota you want to reach. The case for fixing the broken rung is powerful. Almost all companies are providing tools and resources to help employees work remotely.