Women Seek Promotions, But Men Are Favoured Over Them: Survey

Gender parity, a term that should symbolise equality, often feels more like an unfinished symphony. In the corridors of corporate power, the melody of promotions is still playing a discordant tune. The pervasive gender bias, stark disparities in promotions, and a prevailing societal mindset have perpetuated the glass ceiling. But amidst these challenges, the voices of strong women and allies are rising, challenging the status quo, and pushing for change. 

From workplace bias to disparities in promotions and beyond, we delve into the complex fabric of gender parity, both on a global scale and through the lens of India, offering insights from influential female leaders and poignant discussions.

Workplace Bias: The Unseen Barrier

The "Women in the Workplace" report by Sheryl Sandberg's LeanIn.Org and McKinsey & Co. tells a grim story. In 2022, for every 100 men who earned promotions to manager roles, only 87 women received the same opportunity. While this number is slightly better than the previous year, it underscores the harsh reality that women remain underrepresented in leadership positions. Research conducted across 276 companies in the United States and Canada reveals that women's aspirations for leadership are consistently dashed as employers favour their male counterparts.

One underlying cause of this disparity lies in the contrasting criteria for promotions. Men often ascend based on potential, while women are expected to have already proven their worth. Sheryl Sandberg aptly puts it, "You can't prove you can be a manager until you're a manager." This disparity means that men are often handed opportunities with the promise of potential, while women must first surmount the unyielding burden of proof.

The situation becomes even grimmer for Black women. In 2022, only 54 Black women were promoted for every 100 men, a significant drop from the previous year's figure of 96. This alarming decline, documented by the report, paints a stark regression despite corporate America's promises to increase racial diversity in response to the Black Lives Matter protests.

The Gender Divide Extends Beyond Promotions

The gender divide extends beyond promotions. Men disproportionately benefit from in-office work, obtaining more mentorship and sponsorship compared to their female colleagues. They revel in the feeling of being "in the know," while women often find themselves excluded from these invaluable opportunities. 

As the corporate landscape shifts towards hybrid work environments, the challenge of ensuring equality looms larger. Companies must step up and provide better training for managers to evaluate employees on flexible schedules. Performance reviews should be reimagined to emphasize results, rather than when and where the work is accomplished.

One of the most disheartening aspects revealed by the report is the unfortunate perception that women who seek flexibility are viewed as lazy or disgruntled. The reality is that flexibility can be a powerful tool to fuel ambition. Sheryl Sandberg, former COO of Meta Platforms Inc, laments that such perceptions only serve to hinder progress.

Despite the grim statistics, the report unveils a glimmer of hope. Women's ambition has not waned in the face of these adversities. In fact, about 80% of women now express their desire for a promotion, a notable increase from the 70% recorded in 2019.

The Catalyst Survey: A Stark Paradox

A Catalyst survey of over 4,000 high-potential individuals exposes a stark paradox. Women, despite outnumbering men in terms of mentors, still lag behind in terms of promotions and pay. The gender pay gap looms large, with women earning $4,600 less in their first post-MBA jobs. But why, despite having mentors, are they not ascending the corporate hierarchy?

The key lies in the distinction between mentoring and sponsorship. While mentoring involves guidance and advice, sponsorship goes a step further by advocating for the mentee's advancement. High-potential women are often over-mentored and undersponsored compared to their male peers.

Gender Parity: A Global Persistent Challenge 

Gender parity remains an elusive goal despite decades of advocacy and progress. The annual "Global Gender Gap Report 2023" by the World Economic Forum (WEF) delivers a sobering projection: women may have to wait 131 years to achieve true gender parity with their male counterparts. Southern Asia, including countries like India, Pakistan, and Bangladesh, struggles with gender parity, achieving only 63.4%. This paints a disheartening picture, highlighting the immense hurdles that women still need to overcome.

Global Commitment to Gender Equality

A recent report by UN  Women and the UN Department of Economic and Social Affairs reveals the imperative of gender equality. An additional investment of USD 360 billion per year, on a global scale, is required to fully achieve Sustainable Development Goal 5.

Gender equality is not just an aspiration; it's a fundamental necessity. World leaders, including Bangladesh Prime Minister Sheikh Hasina and former New Zealand Prime Minister Helen Clark, emphasise the need for gender equality to create a fair and just world.

India's Stance for Gender Parity

While women make up roughly half of the world's population, their participation in political processes remains disproportionately low. Only about 24 percent of parliamentary seats worldwide are held by women. India's commitment by reserving 33% seats in parliament to empower women leaders is exemplified by the recent Women Reservation Bill. The G20 declaration on gender equality further underscores the importance of this legislation. Despite facing challenges, India is making progress, climbing eight places to secure the 127th position out of 146 countries in the World Economic Forum's Gender Gap Report for 2023.

 Exclusive Insights: Bridging the Divide

In the heartwarming atmosphere of the Breakfast with Champions event, where the spirit of change permeated the air, Yamini Atamvillas from the Udaiti Foundation spoke eloquently from a woman's perspective about the invaluable power of flexibility in the workplace, particularly during the intense initial childcare phase. She emphasised how providing this flexibility can forge a deep sense of loyalty among female employees

With a thought-provoking flourish, Yamini drew our attention to a critical disparity between women and men occupying middle managerial positions. She shed light on the stark differences in the allocation of budgets, resources, and workforce, underscoring the substantial impact it has on results and profits. Through her words, she also reminded that feminism isn't about powering one gender at the expense of another.

Kavita Naryaan, currently serving as the Technical Advisor at the Ministry of Health and Family Welfare, India, reflected on the vast opportunities women can tap into when given the chance. She acknowledged the crucial role that men had played in championing her throughout her career, affirming that they indeed possess the potential to champion every woman.

Her message was clear: "Women should support each other in the workplace. The pain caused when women are unkind to each other outweighs the insensitivity of men towards women."

As we navigate this complex issue, it's crucial to remember that gender equality benefits everyone. It's not just a women's issue; it's a global imperative. The workplace of the future should be one where merit triumphs over gender, and where the talents of all individuals are celebrated and utilized. With flexibility, unity, and a commitment to justice, we can bridge the divide and usher in an era where equality is the norm, not the exception.