Post by ehsanulh125 on Jan 9, 2024 14:10:36 GMT 7
In the past decade, companies began to place more and more emphasis on the creation of gender equality and introduced a number of women's career support measures (e.g. family support, flexible working, women's professional forums) into company practice. Despite the encouraging developments, a significant difference between the sexes can still be felt at the system level, which has a negative impact on labor market processes as well. THEMcKinsey's latest researchAccording to the report, female managers are changing jobs at the highest rate ever seen, and the chance of high turnover is also increasing in the case of ambitious young women.
Every year since 2015, McKinsey & Company Country Email List has prepared its study on the position of women in the labor market in cooperation with LeanIn.Org. In 2022, information was collected from 333 institutions employing more than 12 million people in a comprehensive survey of American companies. More than 40,000 employees participated in the survey, so a large sample was available to draw conclusions. Companies have made a lot of progress in improving gender inequality, as they have been able to involve more and more female employees in managerial and senior management positions. Despite modest growth over the years, women are still dramatically underrepresented in American business.
We can talk about gender equality at the entry-level level at most. As we begin to examine the higher rungs of the ladder, this ratio becomes more and more distorted. According to McKinsey's latest data, women make up 48 percent of career starters, but this proportion drops to 40 percent after a single level jump. What exactly does this difference of 8 percentage points mean? This rate reduction reveals much more than we first think. For every 100 men promoted to manager level, only about 87 women are promoted. In the next five years (on average, this is how long it takes between each level jump).nearly 1 million American women remain in entry-level or non-management positions, while they are on more promising career paths in front of their male colleagues.
Every year since 2015, McKinsey & Company Country Email List has prepared its study on the position of women in the labor market in cooperation with LeanIn.Org. In 2022, information was collected from 333 institutions employing more than 12 million people in a comprehensive survey of American companies. More than 40,000 employees participated in the survey, so a large sample was available to draw conclusions. Companies have made a lot of progress in improving gender inequality, as they have been able to involve more and more female employees in managerial and senior management positions. Despite modest growth over the years, women are still dramatically underrepresented in American business.
We can talk about gender equality at the entry-level level at most. As we begin to examine the higher rungs of the ladder, this ratio becomes more and more distorted. According to McKinsey's latest data, women make up 48 percent of career starters, but this proportion drops to 40 percent after a single level jump. What exactly does this difference of 8 percentage points mean? This rate reduction reveals much more than we first think. For every 100 men promoted to manager level, only about 87 women are promoted. In the next five years (on average, this is how long it takes between each level jump).nearly 1 million American women remain in entry-level or non-management positions, while they are on more promising career paths in front of their male colleagues.