Now before you roll your eyes and think, “boy, not another one of these,” read on to hear my take on how women fit into the corporate jigsaw.
It’s a familiar tune for minority groups – all racial, religious, gender minority groups are subject to these feelings and make it a mission to have a voice or change the status quo. Just as The Colorblind Paradigm in their post “Black Lives Matter, In Reality” appropriately makes a case for the ongoing injustice and racial inequality targeted at young African-Americans. We are still a highly segregated people in an alleged desegregated community.
I’m not a self-proclaimed feminist in any aspect of the so controversial and often misunderstood word. And sure, many argue that a woman’s role in the office has developed and improved leaps and bounds from what it was decades ago. Nonetheless, we all know how the story goes: Women hold back their career plans to spend more time caring for the children. They’re also inherently less ambitious than men obviously and don’t have the confidence that commands seats in the C-suite…
Whoa. Whoa. Whoa.
Now let me paint some truth on the current status of the woman in the workplace. It’s a battle rink snapshot with a few pioneering women showing chutzpah from the one corner and in the other, the over-populated heavy-weight males can hardly fight their numbers in this lopsided ring – an unfair match before the match has even begun.
You’ll be surprised to hear that women aren’t cutting short their careers when children come along. Contrary to popular belief, the role of motherhood increases their appetite for winning promotions. Rather, research shows that even women without children cite stress and pressure as their main issue. This points to another possible explanation for the leadership ambition gap: The path to senior positions is disproportionately stressful for women.
Regardless of which angle you look at the situation, the bottom line still remains: women are underrepresented in the corporate world, face more barriers to promotion, and climb a steeper path to executive positions. There are new findings from a new study, Women in the Workplace 2015, conducted by LeanIn.Org and McKinsey & Co. Here are the statistics:
- Women’s representation in the pipeline at all levels is still dwarfed under that of men with 17% in the c-suite, 27% in VP roles, and 33% in manager positions.
- While women in leadership are statistically more likely to stay with their company than their male counterparts, signs show that women are less likely to advance than men as expected representation of women at every level is 15% lower than that of men.
- Mothers are 15% more interested in being a top executive than women without children, whoever even in households where both partners work full-time, 41 percent of women report doing more child care and 30 percent report doing more chores.
Considering the impressive innovation and corporate transformations that have come from women in top positions, statistics certainly haven’t budged enough in the last decade.
As Sheryl Sandberg frankly remarked in a post published by the Wall Street Journal after reading the study, “At the current pace of progress, we are more than 100 years away from gender equality in the C-suite. If NASA launched a person into space today, she could soar pastMars, travel all the way to Pluto and return to Earth 10 times before women occupy half of C-suite offices. Yes, we’re that far away.” Newsflash: the glass ceiling remains.Despite firm initiatives or corporate promises to consider further change to promote women equality in the office, the push in the right direction is moving at glacial speed.
The chief operating officer of Facebook Inc. and the founder of LeanIn.Org finished with a daring challenge: “We reached the moon in eight years of concerted effort—not 80. Let’s bring that same urgency to this mission. We will achieve not just a stronger and more successful workplace, but also increased economic growth and benefits for all our workers and families.”