Corporate employers could jeopardize the progress made in women’s representation in recent years — unless they recommit to gender diversity goals, according to a Dec. 9 report from LeanIn.org and McKinsey & Co.
About half of the surveyed companies said women’s career advancement is a high priority, marking a sharp decline since 87% said the same in 2019. In addition, only 46% said the same about advancing women of color.
“Companies that truly invest in women and create a fair workplace for all employees will benefit from the talents of the full workforce,” the two organizations said in a press release. “The decisions leaders make now will determine the future of women in the workplace, and those who get it right will win the war for talent and outpace their competitors.”
In surveys of more than 9,500 employees and 70 companies, 67% of companies said they place a high priority on diversity and 84% said the same about inclusion, as compared to 90% that said they prioritized diversity and inclusion in 2021.
Although most companies said they plan to maintain or increase career development efforts for all employees, some said they’re scaling back diversity, equity and inclusion resources and programs that support women’s career advancement. This includes reductions to initiatives such as remote and hybrid options, flexible work hours, formal sponsorship programs and career development programs with content for women.
For the first time, an “ambition gap” has also emerged in which women say they’re less interested in promotion, the report found. This gap appears to be most pronounced at the entry-level and senior-leader levels.
These gaps can be addressed by career support, the report found. When entry-level and senior-level men and women receive sponsorship and similar levels of support from managers and senior colleagues, they’re equally enthusiastic about promotions.
Women still face COVID-driven disparities at work, according to a series of reports by the Institute for Women’s Policy Research. HR can help by offering flexible schedules, remote and hybrid options, child care support and job training to address skill shortages.
DEI rollbacks have also affected women’s career plans and behavior at work, according to a Fairygodboss survey. With concerns about job security and pay equity, half of women in the survey said they’re being cautious about changing jobs or seeking career growth.
In 2025, only 1 in 3 women said they felt empowered to perform at their best, according to a HiBob survey. Less than 10% said they have a formal mentor at work, 22% earned a promotion and 32% received a raise, leading to a “persistent gender gap” and “broken rung” of advancement for women, HiBob’s CEO said.
