Women in the Workplace: Navigating the Broken Rung

The concept of the glass ceiling has been around since the 1970s. 

It’s the idea that an invisible barrier at the top of the corporate ladder prevents women from becoming leaders and executives. 

And while there has been significant progress, there is still a lot of work to be done.

“Our latest research shows that we are nearly 50 years from reaching parity in terms of women in the C-suite,” said McKinsey & Company partner Alix Burke.

Burke dove into what it takes to create more space for women in the workplace at CBIA’s March 18 When Women Lead: Empowering Opportunity with Littler Mendelson’s Jeanine Conley Daves, NDC Commercial Construction’s Jacqueline Laramee, and Image Marketing’s Kate Terricciano.

Survey Findings

McKinsey recently released the firm’s 10th annual Women in the Workplace report, the largest study of women in corporate America. 

The report surveyed more than 480,000 people about their workplace experiences. Among the findings: 

• Women have gone from representing three to 5% to 29% of the C-suite in the last 30 years
• Women make up 59% of college graduates
• Women represent 48% of entry level employees
• 81 women are promoted to manager for every 100 men

Burke said the survey highlights what they call “the broken rung” phenomenon.

“Many women actually begin to fall behind their male counterparts early in the career ladder, at that first promotion from entry level to manager,” she said.

Burke noted that it isn’t a lack of ambition. The survey found 81% of both men and women want to be promoted. 

“Women are not developing the specific skills and experiences that they need to achieve promotion at the same rates of men,” she said. 

Experience Capital

She said that because of systemic barriers and career choices, women aren’t able to build experience capital—the skills you learn from doing a job—as quickly as men. 

“There is a lot of pressure for women to be more,” said Laramee. “The mother, the friend, the therapist, all the things.” 

Terricciano said that some of those barriers have started to shift since COVID.

“We can be just as productive from a hybrid perspective, which allows more flexibility for women to succeed in all areas of their life,” she said.

Burke noted three ways to maximize experience capital and get past the broken rung—gaining experiences that matter, building the most valuable skills, and preparing for the inevitable. 

“This means things like calling out bias when we see it,” she said.

“We all have the power to shape a career that aligns with our ambitions, passions, and personal goals.

“And we have the ability to help other women do the same and empower them along their journeys too.”

Growth Cultures

The panelists agreed that it was critical for women in leadership roles to create cultures that allow for others to grow.

“Inclusion is really the name of the game,” said Terricciano.

“I think that we, as more senior leaders, need to embrace women at all parts of their career.”

“We do everything we can to clear obstacles for them so they can just keep going and learn and be their best selves and own their position,” added Laramee.

Another key part of empowering women is making sure they set an example for the next generation of leaders. 

“You can’t be what you can’t see,” said Daves. “As I was growing up and seeing other women leaders helped me feel that I could be in that position.”

“I’ve been lucky enough to have great mentors along the way as well,” added Terricciano. 

“So I think that one of the biggest things is paying that forward.”

Creating Opportunities

One of the key takeaways for the record crowd was to help create opportunities and instill confidence for women to be proactive and seek out those opportunities.

“You have to put yourself out there all throughout life,” said Daves.

“I think a lot of people sit back and sort of wait for things to come for them. And I will say that’s one thing that I never did.

“You have to try new things and you have to meet new people, you have to ask questions, and that’s the way to really build on those types of skills.”

“Put your best self forward in any sort of situation or conversation you’re having, because you just don’t know where you’re going to land,” added Laramee. 

“Just because you’re starting in one place doesn’t mean that’s where you’re going to end.”

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When Women Lead was produced by CBIA in collaboration with the Women’s Business Development Council and made possible through the generous support of KeyBank, with additional support from Littler Mendelson PC, Connecticut Education Association, The Lee Company, NDC Commercial Construction, Inc., Delta Dental, and CONNSTEP.