Among all of the leadership positions held by women in 2021, just 6% were at the highest tier (CEOs, presidents, and COOs) - hardly any change from 5% in 2011 and 7% in 2001. In nearly every other company listed since 1980, there has been a huge uptick followed by backsliding.Īlthough gender diversity has grown overall among executives, the distribution of women is uneven across types of roles, and that hasn’t changed much over the past 20 years. In fact, General Motors is the only company in that older set where the ranks of women were substantial and increased continually throughout the study. One lesson from this is that the advancement of women has not been anything like a linear process. That year, women accounted for 50% of the top executives at Pepsico and Lockheed Martin, and 40% at Coca-Cola, General Electric, and IBM, but by 2021, those percentages had dropped by half at some of these companies. That decline seems to center on a few companies that had seen enormous gains in 2011. But then, among those same traditional companies, the percentage of women actually dropped a few points in 2021. That spike (from 7% to 26% women) was much steeper than in the other F100 companies (from roughly 13% to 16%). That’s surprising, but even more so is the extent to which gender diversity among executives skyrocketed from 2001 to 2011 at the older, more traditional companies that have consistently appeared in the Fortune 100 rankings since 1980. Caterpillar, Ford, and Phillips 66, also in male-dominated industries, have higher proportions of women in these roles than average. For instance, women hold more than half of the top positions (58%) at Northrop Grumman, a defense and aerospace company. Some Fortune 100 players in traditionally male sectors have relatively high percentages of female executives. (See “Women Are Gaining Ground in the Top 10 Executive Jobs.”) One reason for the increase is because the composition of the Fortune 100 shifted from industries that tended to employ fewer women (manufacturing and steel in 1980) to those that employ more (financial services, health care, insurance, and retail in 2021).īut industry is not destiny. labor force, women held just 27% of the Fortune 100’s top leadership positions in 2021.2 That represents a huge advance since 1980, but it is still far from equal representation. We’ll provide more details on where they’ve made strides and where they’ve fallen short - and offer recommendations on how they can do better.ĭespite accounting for 47% of the U.S. So organizations seeking gender diversity at the top still have a lot of work to do. At the oldest companies, women’s numbers are backsliding even in those functional jobs. But they remain largely stuck in support functions rather than moving into key operating roles. Since then, women have actually advanced more quickly than their male counterparts into executive positions. Gender representation has certainly improved, because there was nowhere to go but up: Not one woman held any of the top 1,000 jobs in 1980. Since then, we have checked in on who has these top jobs every 10 years, gathering detailed biographical information about 4,000 executives.1 We began the project in 2001 and looked back to 1980 as the baseline, given the evidence that the wave of organizational restructuring that followed the 1981 recession marked a turning point in career advancement generally. To do so, we’ve analyzed the career histories and demographics of the executives in the 10 highest-ranking jobs in Fortune 100 companies during the past 40 years. So now is a good time to assess where we are in the advancement of women - particularly in the most visible leadership roles in our biggest businesses, where inequities can be clearly seen. As those that have survived begin some kind of restart, they face an exceedingly tight labor market where employees have no shortage of career options. They dug into the analytics and kicked off initiatives with hopes of turning the numbers around - only to shelve a lot of those efforts during the COVID-19 pandemic, when many companies struggled to stay afloat. corporations.Ī decade ago, we were poised to make serious progress: Employers started showing considerable interest in both measuring and improving gender diversity. Home Tribune Premium Content Magazines MIT Sloan Management Review & Report Women Are Stalling Out on the Way to the Top Women Are Stalling Out on the Way to the Top MIT Sloan Management Review & Report OctoHere’s what we’ve learned from 40 years of data on executives in the largest U.S.
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