A recent report from DDI, a global leadership company, highlights a concerning trend: although women leaders advocate for more inclusive company cultures and work environments, they often miss out on crucial career development opportunities such as mentorship, leadership training, and key executive responsibilities.
According to the report, when women do not receive the necessary development support, they are 1.5 times more likely than men to leave their companies in pursuit of career advancement elsewhere. Tacy Byham, CEO of DDI, emphasized the significance of this finding, stating that despite women leaders contributing to more inclusive cultures and stronger financial performance within organizations, their representation at the top remains disproportionately low.
The report, based on a global survey of 1,800 HR professionals and 14,000 leaders, including over 4,000 women leaders, reveals that organizations with a higher proportion of women in leadership roles tend to have more inclusive cultures. However, it also highlights disparities in access to formal mentorship for women. On average, fewer women leaders have formal mentors compared to men, with the gap widening at the senior leadership level.
Moreover, women leaders often miss out on key executive responsibilities essential for advancement to C-suite roles. For example, they are less likely to be entrusted with profit-and-loss responsibility, a crucial step in climbing the corporate ladder. Similarly, women receive less support for leadership skills training and assessment of their strengths and development gaps compared to men, which can impede their long-term engagement and success.
The challenges faced by women are further compounded for double-marginalized workers, including women of color, women with disabilities, and LGBTQ+ women. A report from McKinsey and Co. highlights the additional barriers these individuals encounter in their career progression. McKinsey researchers identify a “broken rung” on the career ladder, particularly at the first step up to manager, which poses significant challenges for marginalized women to catch up and advance in their careers.
