© Mimagephotography | Dreamstime
Roadblocks on the Way to Leadership

Roadblocks on the Way to Leadership

March 16, 2022
Female managers of color are five times more likely (21%) than their white female counterparts (4%) to say they have quit a job after being overlooked for a new leadership opportunity at work.

While it’s not really news that women and especially women of color are more likely to encounter roadblocks in the journey to a leadership role, it’s very disconcerting to how it’s affecting not just the women, but the companies that are losing out on this talent.  

“The research shows women become increasingly disillusioned about equal access as they move up the ladder. While men are more likely to feel included and taken seriously as a leader, women do not experience this same boost,” concluded the report from SHRM (the Society for Human Resource Management.

 And one example of the result of this culture is that female managers of color are five times more likely (21%) than their white female counterparts (4%) to say they have quit a job after being overlooked for a new leadership opportunity at work.

This at a time when companies are trying to be more inclusive is very troubling.

“The research shows women become increasingly disillusioned about equal access as they move up the ladder. While men are more likely to feel included and taken seriously as a leader, women do not experience this same boost,” concluded the report from SHRM (the Society for Human Resource Management) in its study  Women in Leadership: Unequal Access on the Journey to the Top.

Survey Results

Some key findings of the report that was released last week include:

  • Female managers (55%) are more likely than their male counterparts (42%) to aspire to a higher-level role because they think they would be good at it.
  •  Only 61% of women say that their manager encourages them to grow their career compared to 71% of men.
  • Female managers are less likely than male managers to say employees in their organization are made aware of internal job openings (78% versus 86%).
  • Female managers are less likely than their male counterparts to have reached their current role by being promoted internally (40% versus 48%).
  • As women move from individual contributors to managers, they become more likely to believe women in their organization are given fewer opportunities for upward career growth than men (24% versus 37%).
  • White female managers (65%), and especially female managers of color (57%), are less likely to feel included in key networks at their organization than male managers of color (68%) and white male managers (73%).
  • Female managers of color (56%) are much less likely to feel they can talk about their personal life with others at work without feeling judged than white female managers (70%), male managers of color (72%) and white male managers (79%).
  • Female managers with caregiving responsibilities (35%) are more likely to have experienced a pandemic-related career setback than their male counterparts (26%).
  • Only half (52%) of HR professionals believe that senior leaders in their organization are held accountable for ensuring male and female employees have equitable access to career paths or opportunities that lead to leadership roles.

"In a climate where it’s harder than ever to source and retain talent, it’s imperative that business leaders take a closer look at the gender gaps that exist across their organizations to see that every employee has the opportunity to realize their full potential,” said SHRM Chief of Staff Emily M. Dickens, in a statement. 

About the Author

Adrienne Selko | Senior Editor

Email [email protected]

LinkedIn

Adrienne Selko is also the senior editor at Material Handling and Logistics and is a former editor of IndustryWeek. 

 

 

 

Sponsored Recommendations

Free Webinar: ISO 45001 – A Commitment to Occupational Health, Safety & Personal Wellness

May 30, 2024
Secure a safer and more productive workplace using proven Management Systems ISO 45001 and ISO 45003.

ISO 45003 – Psychological Health and Safety at Work

May 30, 2024
ISO 45003 offers a comprehensive framework to expand your existing occupational health and safety program, helping you mitigate psychosocial risks and promote overall employee...

DH Pace, national door and dock provider, reduces TRIR and claims with EHS solution

May 29, 2024
Find out how DH Pace moved from paper/email/excel to an EHS platform, changing their culture. They reduced TRIR from 4.8 to 1.46 and improved their ability to bid on and win contracts...

Case Study: Improve TRIR from 4+ to 1 with EHS Solution and Safety Training

May 29, 2024
Safety training and EHS solutions improve TRIR for Complete Mechanical Services, leading to increased business. Moving incidents, training, and other EHS procedures into the digital...

Voice your opinion!

To join the conversation, and become an exclusive member of EHS Today, create an account today!