Neetu Choudhary
CEO Evolvitude Fze, UAE’s Trusted Advisor to C-Suite | Business Trainer | Neuroscience of Leadership Coach | Keynote Speaker | Author | UAE’s Top Professional Development Coach
The Broken Rung: How Gender Inequality Begins at the First Step to Leadership
Despite progress in workplace diversity, women continue to face a critical barrier early in their careers—the “broken rung.” This term describes the disproportionate drop-off women experience when transitioning from entry-level roles to their first managerial position. Since leadership pipelines are built from the ground up, this bottleneck has long-term consequences, contributing to the under-representation of women in senior roles.
The Data: A Persistent Leadership Gap
1. Women Are Less Likely to Be Promoted to Manager
- For every 100 men promoted to manager, only 87 women are promoted—and for women of color, the gap is even wider (73 Black women, 65 Latina women, and 89 white women per 100 white men) (McKinsey & Company, 2023).
- Men hold 62% of manager-level roles, while women hold just 38%, despite making up nearly half of entry-level employees (Lean In, 2023).
2. The Ripple Effect on Leadership
- Due to the broken rung, women account for only 28% of C-suite roles, with women of color holding a mere 6% (SHRM, 2023).
- If companies fixed this gap, 1 million more women could become managers in the next five years (International Women’s Day, 2023).
3. Pay Gaps Start Early
- Women in their first managerial role earn 82 cents for every dollar men earn, setting the stage for lifelong wage disparities (Payscale, 2023).
Why Does the Broken Rung Exist?
- Unconscious Bias: Men are often perceived as more “leadership-ready,” even with similar qualifications.
- Lack of Sponsorship: Women receive less mentorship and advocacy for promotions.
- Unequal Access to Opportunities: Men are more likely to be assigned high-visibility projects that lead to promotions.
Actionable Solutions to Fix the Broken Rung
1. Standardize Promotions & Reduce Bias
- Action: Use structured promotion criteria (e.g., competency checklists) and require justification for decisions.
- Example: Salesforce reduced bias by standardizing reviews, increasing women’s promotions by 33%.
2. Invest in Sponsorship & Mentorship
- Action: Pair high-potential women with senior leaders who advocate for their advancement.
- Example: Women with sponsors are 20% more likely to be promoted (Morson Group, 2023).
3. Ensure Equitable Access to Growth Opportunities
- Action: Assign high-impact projects, leadership roles, and skill-building workshops fairly.
- Example: Companies that provide equal access to stretch assignments see faster career progression for women (McKinsey, 2023).
The Bottom Line
Fixing the broken rung isn’t just about fairness—it’s a business imperative. Organizations with gender-diverse leadership are 21% more likely to outperform peers (McKinsey, 2023). By addressing early-career promotion biases, companies can build stronger, more inclusive leadership pipelines.
The first step to leadership shouldn’t be a barrier—it should be an opportunity for all.