Women experience an uneven playing field
Women get less access to the people and opportunities that advance careers and are disadvantaged in many of their daily interactions. These inequities appear to take a toll on women: They are less likely to think they have equal opportunities for growth and development—and more likely to think their gender will play a role in missing out on a raise, promotion, or chance to get ahead.
Women are negotiating as often as men—but face pushback when they do
Women who negotiate for a promotion or compensation increase are 30% more likely than men who negotiate to receive feedback that they are “bossy,” “too aggressive,” or “intimidating.”
Women get less access to senior leaders
Women and men both view sponsorship by senior leaders as essential for success. Yet women report fewer substantive interactions with senior leaders than their male counterparts do—and this gap widens as women and men advance.
Women ask for feedback as often as men—but are less likely to receive it
Despite asking for informal feedback as often as men do, women report they receive it less frequently. Moreover, there appears to be a disconnect in the way managers convey difficult feedback. Most managers say they rarely hesitate to give difficult feedback to both women and men, but women report they receive it less frequently.
Women are less interested in becoming top executives—and see the pros and cons of senior leadership differently
Only 40% of women are interested in becoming top executives, compared to 56% of men. Women and men worry equally about work-life balance and company politics. However, women with and without children are more likely to say they don’t want the pressure, and women who want a top job anticipate a steeper path than men who do.