Question: Why did the gender gap in promotions cross the road?
Answer: To finally reach the side where equal opportunity lives, but it’s still dodging a few roadblocks along the way.
In your experience, have companies paved a smoother path for everyone, regardless of gender?
Is there a gender gap when it comes to promotions?
Women in the U.S. hold more than half of entry-level roles, but workforce studies have shown that women are less likely to be hired into certain senior-level leadership roles — and may encounter fewer opportunities for career advancement as a result. That trend appears to hold true for women seeking non-leadership positions as well: The latest findings from LinkedIn's Economic Graph show that, among U.S. workers in non-management roles, a greater share of men are promoted into more senior-level jobs than women in a given year.
An analysis of entry-level workers over the past five years found that 10.26% of men moved into a more senior position after one year, compared to 10.02% of women. That means for every 1,000 men working an entry-level job, about 103 will receive a promotion in a given year — compared to just 100 of every 1,000 women. At a national level, this gap represents tens of thousands more men getting promoted annually than women.
Senior, non-management employees also experience a small but noticeable gender gap, with 5.32% of men moving on to a more senior role one year later compared to 5.18% of women.
Do these findings line up with what you would expect to see? What can employers do to encourage women who want to advance their careers?
✍️: Rachel Cromidas
📊: Caroline Liongosari, Matthew Baird
CEO, Ruh Global IMPACT | Founder,Billion Strong | Global Disability Inclusion & Accessibility Strategist | CoHost of AXSChat | Global Women of Influence | 3x Author | US State Speaker | AI4Good | Tech4Good | Collaborator
Thank you for highlighting this critical issue. The data clearly shows that women continue to face significant barriers to advancement in the workplace, and it’s crucial that we address these disparities head-on. However, it’s also important to recognize the unique challenges faced by women who belong to multiple marginalized groups, such as women with disabilities.
At Billion Strong, we believe that true inclusion means celebrating all forms of diversity and understanding the intersections that often compound these challenges. Women with disabilities, for example, may experience not only gender bias but also ableism, making their path to advancement even more difficult. To create a truly equitable workplace, employers must be intentional in supporting all women, including those from diverse backgrounds and with different abilities.
This can be achieved through mentorship programs, inclusive hiring practices, and targeted leadership development opportunities that address the specific needs of diverse women. By fostering an environment where every woman feels valued and supported, we can close these gaps and build a more inclusive future for everyone.
#WeAreBillionStrong#InclusionMatters#IntersectionalInclusion#BillionStrong#GreenDisability#AXSChat#Disability#women#genderequity#genderequality#DEI#DEIA#inclusion#Disabilities#WomenWithDisabilities#AllWomen#Intersections#Intersectionality#GreenDisability#AXSChat#womensupportingwomen
Is there a gender gap when it comes to promotions?
Women in the U.S. hold more than half of entry-level roles, but workforce studies have shown that women are less likely to be hired into certain senior-level leadership roles — and may encounter fewer opportunities for career advancement as a result. That trend appears to hold true for women seeking non-leadership positions as well: The latest findings from LinkedIn's Economic Graph show that, among U.S. workers in non-management roles, a greater share of men are promoted into more senior-level jobs than women in a given year.
An analysis of entry-level workers over the past five years found that 10.26% of men moved into a more senior position after one year, compared to 10.02% of women. That means for every 1,000 men working an entry-level job, about 103 will receive a promotion in a given year — compared to just 100 of every 1,000 women. At a national level, this gap represents tens of thousands more men getting promoted annually than women.
Senior, non-management employees also experience a small but noticeable gender gap, with 5.32% of men moving on to a more senior role one year later compared to 5.18% of women.
Do these findings line up with what you would expect to see? What can employers do to encourage women who want to advance their careers?
✍️: Rachel Cromidas
📊: Caroline Liongosari, Matthew Baird
Organizations can support women in advancing their careers in several key ways. Historically, women have faced numerous challenges, starting with the struggle for basic rights such as the right to vote. This inequality has persisted in the workplace, where they are often underestimated compared to men. Many men fear losing their dominant position in companies and are reluctant to follow instructions from women due to gender biases. However, women possess innate skills, such as the ability to multitask, which are essential in leadership roles.
To support the advancement of women, organizations should ensure equal pay, making sure there are no disparities based on gender. It is also crucial to provide the same opportunities for professional growth, avoiding biases and making decisions based on abilities rather than gender. This will foster an inclusive environment where women can fully develop their potential.
Is there a gender gap when it comes to promotions?
Women in the U.S. hold more than half of entry-level roles, but workforce studies have shown that women are less likely to be hired into certain senior-level leadership roles — and may encounter fewer opportunities for career advancement as a result. That trend appears to hold true for women seeking non-leadership positions as well: The latest findings from LinkedIn's Economic Graph show that, among U.S. workers in non-management roles, a greater share of men are promoted into more senior-level jobs than women in a given year.
An analysis of entry-level workers over the past five years found that 10.26% of men moved into a more senior position after one year, compared to 10.02% of women. That means for every 1,000 men working an entry-level job, about 103 will receive a promotion in a given year — compared to just 100 of every 1,000 women. At a national level, this gap represents tens of thousands more men getting promoted annually than women.
Senior, non-management employees also experience a small but noticeable gender gap, with 5.32% of men moving on to a more senior role one year later compared to 5.18% of women.
Do these findings line up with what you would expect to see? What can employers do to encourage women who want to advance their careers?
✍️: Rachel Cromidas
📊: Caroline Liongosari, Matthew Baird
Leadership Development Trainer for Emerging and First-Time Managers in Tech | Founder - Code Wiz | 📍Keynote Speaker | Entrepreneur Magazine Woman of Impact l MA SBA Woman-owned business 2020 | Forbes Contributor
In the business world, there is a significant emphasis on coaching—coaching to build leadership skills, enhance performance, and ultimately drive career advancement. Having experienced both the tech and business worlds, it's clear that executive coaching plays a crucial role in helping women accelerate their ascent into leadership roles.
The data shows that a gender gap in promotions persists, with women being promoted at lower rates than men. To address this, executive coaching is key. Beyond one-time workshops and sporadic mentoring opportunities, ongoing executive coaching allows for personalized, strategic, and targeted skills development over an extended period of time. This approach enables individuals to map out their desired growth trajectories and focus on closing the skills gaps needed to achieve their career goals.
By investing in sustained coaching, companies can empower women to advance more quickly, helping to close the promotion gap and increase female representation in leadership roles.
#womeninleadership#womenintech#executivecoaching#emergingleaders
Is there a gender gap when it comes to promotions?
Women in the U.S. hold more than half of entry-level roles, but workforce studies have shown that women are less likely to be hired into certain senior-level leadership roles — and may encounter fewer opportunities for career advancement as a result. That trend appears to hold true for women seeking non-leadership positions as well: The latest findings from LinkedIn's Economic Graph show that, among U.S. workers in non-management roles, a greater share of men are promoted into more senior-level jobs than women in a given year.
An analysis of entry-level workers over the past five years found that 10.26% of men moved into a more senior position after one year, compared to 10.02% of women. That means for every 1,000 men working an entry-level job, about 103 will receive a promotion in a given year — compared to just 100 of every 1,000 women. At a national level, this gap represents tens of thousands more men getting promoted annually than women.
Senior, non-management employees also experience a small but noticeable gender gap, with 5.32% of men moving on to a more senior role one year later compared to 5.18% of women.
Do these findings line up with what you would expect to see? What can employers do to encourage women who want to advance their careers?
✍️: Rachel Cromidas
📊: Caroline Liongosari, Matthew Baird
📣Continuing my partnership with LinkedIn News, I recently received a note from Rachel Cromidas, asking me to comment on Human Capital and Inclusive Leadership strategies. Building on the data set below, I was asked to comment on the following question:
❓What can employers do to encourage women who want to advance their careers?
▶️Organizations can help women thrive by creating spaces where they are supported, heard, and empowered to grow. Leaders can make a meaningful impact in every stage of the career journey:
🔑Early Career: Building Foundations and Confidence
🔑Mid-Career: Overcoming Barriers and Building Networks
🔑Senior Executive & C-Suite: Leading with Influence and Impact
1️⃣Advocacy: The power of intentional advocacy is real and contributes to positive outcomes.
2️⃣Culture: A culture where everyone’s voice is valued helps women step into leadership with confidence.
3️⃣Development: Support ongoing learning and career growth.
4️⃣Equity: Transparency and fairness create trust.
✅ Supporting women in advancing their careers requires a strategic approach that recognizes challenges and opportunities at different stages of their professional journey.
#CareerGrowth#DiversityMatters#Empathy#HumanCapital#InclusiveLeadership#OpportunityForAll#TalentStrategies
Is there a gender gap when it comes to promotions?
Women in the U.S. hold more than half of entry-level roles, but workforce studies have shown that women are less likely to be hired into certain senior-level leadership roles — and may encounter fewer opportunities for career advancement as a result. That trend appears to hold true for women seeking non-leadership positions as well: The latest findings from LinkedIn's Economic Graph show that, among U.S. workers in non-management roles, a greater share of men are promoted into more senior-level jobs than women in a given year.
An analysis of entry-level workers over the past five years found that 10.26% of men moved into a more senior position after one year, compared to 10.02% of women. That means for every 1,000 men working an entry-level job, about 103 will receive a promotion in a given year — compared to just 100 of every 1,000 women. At a national level, this gap represents tens of thousands more men getting promoted annually than women.
Senior, non-management employees also experience a small but noticeable gender gap, with 5.32% of men moving on to a more senior role one year later compared to 5.18% of women.
Do these findings line up with what you would expect to see? What can employers do to encourage women who want to advance their careers?
✍️: Rachel Cromidas
📊: Caroline Liongosari, Matthew Baird
🏆 LinkedIn Top Voice | Co-Founder/CIO cpicapital.com | Join Me & 5000 Investors Building Generational Wealth By Investing In Multifamily & BTR-SFR Assets
At CPI Capital, we've experienced the tremendous value of having a woman in leadership—our CEO, Ava Benesocky, has been pivotal to our success. Her leadership style, blending empathy, strategic thinking, and collaboration, has fostered a more inclusive and innovative culture.
To encourage women’s career advancement, employers should consider the following:
1- Mentorship & Sponsorship: These programs provide essential guidance and advocacy.
2- Leadership Development: Tailored programs help women build critical skills like negotiation and decision-making.
3- Flexible Work: Supporting work-life balance retains talent and enables advancement.
4- Inclusive Culture: Actively challenge gender biases and promote diverse leadership styles.
5- Pay Equity & Clear Pathways: Ensure women are valued equally and understand the steps needed for advancement.
Promoting women into senior roles isn’t just ethical—it’s smart business. Diverse leadership teams drive better decisions, innovation, and resilience.
Is there a gender gap when it comes to promotions?
Women in the U.S. hold more than half of entry-level roles, but workforce studies have shown that women are less likely to be hired into certain senior-level leadership roles — and may encounter fewer opportunities for career advancement as a result. That trend appears to hold true for women seeking non-leadership positions as well: The latest findings from LinkedIn's Economic Graph show that, among U.S. workers in non-management roles, a greater share of men are promoted into more senior-level jobs than women in a given year.
An analysis of entry-level workers over the past five years found that 10.26% of men moved into a more senior position after one year, compared to 10.02% of women. That means for every 1,000 men working an entry-level job, about 103 will receive a promotion in a given year — compared to just 100 of every 1,000 women. At a national level, this gap represents tens of thousands more men getting promoted annually than women.
Senior, non-management employees also experience a small but noticeable gender gap, with 5.32% of men moving on to a more senior role one year later compared to 5.18% of women.
Do these findings line up with what you would expect to see? What can employers do to encourage women who want to advance their careers?
✍️: Rachel Cromidas
📊: Caroline Liongosari, Matthew Baird
Diversity-Centric Executive Search Across North & Latin America, with a Focus on Hispanic and Women Leaders | DE&I Advocate & Thought Leader | Career Strategist | Keynote Speaker | Board Advisor | Author
Is there a gender gap when it comes to promotions? Absolutely. 📊
Women in the U.S. hold more than half of entry-level roles, but they are still less likely to be promoted into senior-level positions compared to their male counterparts. Recent findings from LinkedIn's Economic Graph highlight this disparity: while 10.26% of men in entry-level roles are promoted after one year, only 10.02% of women receive the same opportunity. This gap might seem small, but on a national scale, it means tens of thousands more men are promoted each year than women.
So, what can employers do to support women’s career advancement? 🌟
- Start Early: Be intentional about growing more women in early career stages and provide training on gender biases.
- Mentorship and Sponsorship: Ensure women have access to programs that offer guidance and advocacy for promotions and key projects.
- Ensure Presence in Talent Pools: Make certain that women are always represented in talent pools for promotions and leadership roles.
- Flexible Work Policies: Implement flexible arrangements to help women balance their professional and personal responsibilities.
-Pay Equity and Transparency: Regularly audit compensation practices to ensure pay equity and transparency.
At Latina Chief, we are committed to ensuring that women are always present in our talent pools, and we work tirelessly to promote diversity and inclusion in leadership. It's not just about DE&I—it’s also about driving business success. 📈 Companies that prioritize gender diversity are more successful, impacting not just DE&I metrics but also the bottom line. 💼
#LatinaChief#InclusiveTalentSolutions#WomenInLeadership#CareerAdvancement#ExecutiveSearch
Is there a gender gap when it comes to promotions?
Women in the U.S. hold more than half of entry-level roles, but workforce studies have shown that women are less likely to be hired into certain senior-level leadership roles — and may encounter fewer opportunities for career advancement as a result. That trend appears to hold true for women seeking non-leadership positions as well: The latest findings from LinkedIn's Economic Graph show that, among U.S. workers in non-management roles, a greater share of men are promoted into more senior-level jobs than women in a given year.
An analysis of entry-level workers over the past five years found that 10.26% of men moved into a more senior position after one year, compared to 10.02% of women. That means for every 1,000 men working an entry-level job, about 103 will receive a promotion in a given year — compared to just 100 of every 1,000 women. At a national level, this gap represents tens of thousands more men getting promoted annually than women.
Senior, non-management employees also experience a small but noticeable gender gap, with 5.32% of men moving on to a more senior role one year later compared to 5.18% of women.
Do these findings line up with what you would expect to see? What can employers do to encourage women who want to advance their careers?
✍️: Rachel Cromidas
📊: Caroline Liongosari, Matthew Baird
Is there a gender gap when it comes to promotions?
Women in the U.S. hold more than half of entry-level roles, but workforce studies have shown that women are less likely to be hired into certain senior-level leadership roles — and may encounter fewer opportunities for career advancement as a result. That trend appears to hold true for women seeking non-leadership positions as well: The latest findings from LinkedIn's Economic Graph show that, among U.S. workers in non-management roles, a greater share of men are promoted into more senior-level jobs than women in a given year.
An analysis of entry-level workers over the past five years found that 10.26% of men moved into a more senior position after one year, compared to 10.02% of women. That means for every 1,000 men working an entry-level job, about 103 will receive a promotion in a given year — compared to just 100 of every 1,000 women. At a national level, this gap represents tens of thousands more men getting promoted annually than women.
Senior, non-management employees also experience a small but noticeable gender gap, with 5.32% of men moving on to a more senior role one year later compared to 5.18% of women.
Do these findings line up with what you would expect to see? What can employers do to encourage women who want to advance their careers?
✍️: Rachel Cromidas
📊: Caroline Liongosari, Matthew Baird
Thank you, Rachel Cromidas, for sharing LinkedIn’s latest findings on the gender gap in promotions. The data is both striking and concerning, particularly as it highlights how this gap persists not just in senior leadership roles but even at the entry and senior non-management levels.
The fact that women hold more than half of entry-level roles yet are still less likely to be promoted into senior positions underscores the systemic #barriers that continue to impede women’s career advancement. The small but significant disparities — with 10.26% of men and 10.02% of women advancing from entry-level roles, and 5.32% of men compared to 5.18% of women advancing from senior non-management roles — cumulatively result in tens of thousands more men than women being promoted each year. This trend aligns with broader workforce studies and reflects a critical issue employers must address head-on.
To close this gap and create a more equitable workplace, employers can take several actionable steps:
✴ #Data-Driven Decision Making: Regularly analyzing promotion data by gender, role, and department can help organizations identify disparities and take targeted actions to address them. Transparency in reporting and using metrics to guide decisions can help ensure that promotion practices are fair and equitable.
✴ #Bias Training and Awareness: Unconscious biases often influence promotion decisions, even when unintentional. Implementing robust training programs that raise awareness about these biases and equip managers with mitigation strategies is crucial for leveling the playing field.
✴ #Equitable Access to Opportunities: Employers should ensure women have equal access to high-visibility projects, stretch assignments, and professional development opportunities. These experiences are often gateways to promotion and should be distributed fairly across all employees.
✴ Active #Sponsorship: Beyond mentorship, active sponsorship is critical. Leaders should be encouraged and held accountable for advocating for women, nominating them for promotions, and ensuring they are visible and recognized for their contributions.
✴ Culture of #Inclusion: Creating a culture where diverse leadership styles are valued and women feel supported in their professional growth is essential. This includes fostering an environment where women’s contributions are recognized and where they can confidently pursue advancement without facing cultural or structural obstacles.
Inviting thoughts from fellow leaders Sarah Richardson and Rebecca Woods, MHA, SHIMSS, PM on this critical topic. Both Rebecca and Sarah are focused on bringing positive change in the lives of women in IT and #healthcareIT through their non-profit #BluebirdLeaders
Is there a gender gap when it comes to promotions?
Women in the U.S. hold more than half of entry-level roles, but workforce studies have shown that women are less likely to be hired into certain senior-level leadership roles — and may encounter fewer opportunities for career advancement as a result. That trend appears to hold true for women seeking non-leadership positions as well: The latest findings from LinkedIn's Economic Graph show that, among U.S. workers in non-management roles, a greater share of men are promoted into more senior-level jobs than women in a given year.
An analysis of entry-level workers over the past five years found that 10.26% of men moved into a more senior position after one year, compared to 10.02% of women. That means for every 1,000 men working an entry-level job, about 103 will receive a promotion in a given year — compared to just 100 of every 1,000 women. At a national level, this gap represents tens of thousands more men getting promoted annually than women.
Senior, non-management employees also experience a small but noticeable gender gap, with 5.32% of men moving on to a more senior role one year later compared to 5.18% of women.
Do these findings line up with what you would expect to see? What can employers do to encourage women who want to advance their careers?
✍️: Rachel Cromidas
📊: Caroline Liongosari, Matthew Baird
I am passionate about driving organizational growth through user-centric solutions. My forward-thinking approach delights users and meet business goals.
Organizations can support women in advancing their careers in several key ways. Historically, women have faced numerous challenges, starting with the struggle for basic rights such as the right to vote. This inequality has persisted in the workplace, where they are often underestimated compared to men. Many men fear losing their dominant position in companies and are reluctant to follow instructions from women due to gender biases. However, women possess innate skills, such as the ability to multitask, which are essential in leadership roles.
To support the advancement of women, organizations should ensure equal pay, making sure there are no disparities based on gender. It is also crucial to provide the same opportunities for professional growth, avoiding biases and making decisions based on abilities rather than gender. This will foster an inclusive environment where women can fully develop their potential.
Is there a gender gap when it comes to promotions?
Women in the U.S. hold more than half of entry-level roles, but workforce studies have shown that women are less likely to be hired into certain senior-level leadership roles — and may encounter fewer opportunities for career advancement as a result. That trend appears to hold true for women seeking non-leadership positions as well: The latest findings from LinkedIn's Economic Graph show that, among U.S. workers in non-management roles, a greater share of men are promoted into more senior-level jobs than women in a given year.
An analysis of entry-level workers over the past five years found that 10.26% of men moved into a more senior position after one year, compared to 10.02% of women. That means for every 1,000 men working an entry-level job, about 103 will receive a promotion in a given year — compared to just 100 of every 1,000 women. At a national level, this gap represents tens of thousands more men getting promoted annually than women.
Senior, non-management employees also experience a small but noticeable gender gap, with 5.32% of men moving on to a more senior role one year later compared to 5.18% of women.
Do these findings line up with what you would expect to see? What can employers do to encourage women who want to advance their careers?
✍️: Rachel Cromidas
📊: Caroline Liongosari, Matthew Baird
This gap is definitely concerning, but there's a lot companies can do to turn things around. From what I've seen, transparency is key - let's get those promotion criteria out in the open to level the playing field.
Mentorship programs tailored for women can be game-changers too. And let's not forget about creating spaces where women can connect with and support each other. I've found that when we lift each other up, amazing things happen.
The real magic happens when leadership commits to creating an environment where women can truly thrive. It's not just about policies - it's about fostering a culture where women feel empowered to go after those promotions.
Bottom line: we've got work to do, but with the right approach, we can definitely close this gap!
Is there a gender gap when it comes to promotions?
Women in the U.S. hold more than half of entry-level roles, but workforce studies have shown that women are less likely to be hired into certain senior-level leadership roles — and may encounter fewer opportunities for career advancement as a result. That trend appears to hold true for women seeking non-leadership positions as well: The latest findings from LinkedIn's Economic Graph show that, among U.S. workers in non-management roles, a greater share of men are promoted into more senior-level jobs than women in a given year.
An analysis of entry-level workers over the past five years found that 10.26% of men moved into a more senior position after one year, compared to 10.02% of women. That means for every 1,000 men working an entry-level job, about 103 will receive a promotion in a given year — compared to just 100 of every 1,000 women. At a national level, this gap represents tens of thousands more men getting promoted annually than women.
Senior, non-management employees also experience a small but noticeable gender gap, with 5.32% of men moving on to a more senior role one year later compared to 5.18% of women.
Do these findings line up with what you would expect to see? What can employers do to encourage women who want to advance their careers?
✍️: Rachel Cromidas
📊: Caroline Liongosari, Matthew Baird
