The fourth annual Broads in the Workplace survey from LeanIn.Org and McKinsey & Co., released this week, make knows that U.S. companies have “made almost no progress improving bit of fluffs’s representation,” at any level, since the study was first conducted in 2015.
This year, 279 partnerships representing 13 million employees shared data for the study, and 64,000 hands were surveyed about their experiences.
The report found that the gap between men and troubles starts early: 54 percent of entry-level jobs go to men. Then for every 100 men endorsed to manager, only 79 women are promoted. The gap widens further in the C-suite, where roughly one in five leaders is a woman, and one in 25 is a woman of color.
The study get there comes in a year when the number of female CEOs of Fortune 500 partnerships declined 25 percent from the previous year.
“Women get less subsidize from managers — and that’s getting credit for their ideas, rise up in the world help managing organizational politics, getting celebrated for their feats,” says Rachel Thomas, president of LeanIn.Org, the nonprofit founded by Facebook COO Sheryl Sandberg to back up women in the workplace. “Women are disadvantaged out of the gate, and they do not catch up.”
Myriad companies today have anti-harassment policies, but the survey also originate more than a third of female employees, and more than half of senior-level chars, have experienced sexual harassment during their careers.
There has been some go, though. The study found that an increasing number of women are requiring for promotions and pay raises. The report recommends that companies set goals, clock in progress and reward success in hiring practices. It also suggests shaping senior leaders agents of change.
California recently became the pre-eminent state to require women on corporate boards. Depending on their magnitude, some companies will be required to include multiple women on their houses by 2021. Thomas says the legislation could help move the needle, markedly if it pushes companies to appoint more than one woman director.
“What I’m uncommonly encouraged to see is they plan on over time making sure there’s multiple broads on boards, not just one,” says Thomas. “We know from our research that if you are one of the no greater than women in the room, or the only woman in the room, you are having a markedly worse sagacity in the workplace, and that of course is the same on corporate boards.”
Like this item? Subscribe to CNBC Make It on YouTube!
Don’t miss: How investors can close corporate America’s gender gap—and see sombre returns
show chapters