Did you know that women in leadership positions, especially at the director level, are leaving their jobs more frequently compared to previous years—and notably more so than men in similar positions?
Research shows that this trend, referred to as the “Great Breakup,” is attributed to women seeking greater flexibility and commitment to employee well-being and diversity, equity, and inclusion from their employers.
Studies show that “women are as committed to their careers and as interested in being promoted as men at every stage. And at the director level—when the C-suite is in closer view—women and men are equally interested in senior leadership roles.”
Despite these aspirations, progress for women, especially those at the manager and director levels, remains slow. Women of color face even greater challenges in advancing their careers.
A key barrier to women’s career advancement is the “broken rung” phenomenon, where women, particularly those in entry-level positions, encounter obstacles hindering their progression from the onset: for every 100 men promoted from entry-level to manager, 87 women are promoted. This gap is even wider for women of color: in 2023, 73 women of color were promoted to manager for every 100 men, down from 82 women of color in 2022.
To support and promote gender diversity, companies must address the broken rung. As recommended by McKinsey & Company’s research, this can be achieved by tracking who is put up for and who receives promotions, removing bias in performance reviews and promotions, and investing in career advancement for women of color.