IWD 2025: Winning Against All Odds: Defying the Broken Rung

Every International Women's Day, we reflect on the progress made and the challenges that remain for women in the workplace. One persistent barrier identified in the McKinsey Women in the Workplace 2024 report is the "broken rung," which refers to the failure to promote women, particularly women of color, to their first managerial roles at the same rates as their male counterparts. This initial hurdle creates a domino effect, limiting opportunities for advancement and perpetuating gender and racial disparities.

Nike's 2025 Super Bowl commercial, "So Win," resonates deeply with this issue. Featuring athletes Caitlin Clark, Sha'Carri Richardson and A'ja Wilson, the commercial addresses the challenges women face in sports and everyday life. The message was clear: "Whatever you do, you can't win. So, win." This powerful statement encourages women to defy expectations and prove that winning is about mindset, not just the scoreboard.

For women of color, the message of "So Win" is especially poignant. Despite being told that they cannot advance, they continue to break barriers and shatter stereotypes. The broken rung represents the countless times they have been overlooked, underestimated and held back. Yet, like the athletes in the commercial, women of color have the resilience and determination to rise above these challenges.

The McKinsey report reveals that for every 100 men promoted to manager, only 86 women are promoted. For women of color, the number is even lower at 79. This gap widens further up the corporate ladder, making it increasingly difficult for women of color to reach senior leadership positions. These statistics underscore the urgent need to address the broken rung and create pathways for equitable advancement.

Solutions for Progress

Mentorship and Sponsorship Programs: Organizations must implement mentorship and sponsorship programs specifically for women and women of color. Effective programs should pair women with experienced leaders who can provide career guidance, share insights and help navigate workplace challenges. Unlike mentors, sponsors actively advocate for their mentees, using their influence to create opportunities for advancement. Sponsorship involves endorsing the mentee for promotions and high-visibility projects. Organizations should create structured sponsor programs to ensure equitable access to sponsorship opportunities.

Bias Training and Behavioral Change: Regular and comprehensive bias training is crucial to address unconscious biases that affect hiring, promotion and performance evaluations. Effective bias training goes beyond raising awareness. It should include practical strategies for managing biases, changing behaviors, and tracking progress. Training should be interactive, ongoing and integrated into the company culture. Programs should focus on developing empathy, diversifying networks and committing to continuous improvement.

Inclusive Policies: Companies need to establish policies that promote diversity and inclusion:

• Flexible Work Arrangements: Policies should include options for remote work, flexible hours, and parental leave to accommodate diverse needs.
• Equitable Pay: Regular pay audits can help ensure fair compensation across all demographics.
• Transparent Promotion Criteria: Clear and objective criteria for promotions can help reduce bias and ensure that all employees have equal opportunities for advancement.

Accountability and Metrics: Organizations should track and report diversity metrics such as hiring rates, promotion rates, pay equity and employee retention by demographic group to hold themselves accountable for progress. Sharing diversity metrics with stakeholders and setting clear diversity goals can enhance accountability. Regularly publishing progress reports can also demonstrate commitment to diversity and inclusion.

Allyship: Everyone can play a role in supporting women and women of color. Allies can amplify their voices, advocate for their advancement, and challenge discriminatory practices. In addition, allies should intentionally support women of color by advocating for their ideas and recognizing their contributions. This includes speaking up in meetings, mentoring and providing opportunities for visibility. They should educate themselves about the experiences of women of color and use their positions of influence to advocate for systemic changes.

Organizations like the Alliance of Channel Women (ACW) are instrumental in helping women advance in their careers. ACW provides a platform where women can be seen and heard, offering resources, networking opportunities, and advocacy to break down barriers. By joining forces and implementing solutions, we can create a workplace where women, women of color can rise and win, defying the broken rung and shattering the glass ceiling.