Originally published January 7, 2023 , updated on January 16, 2023

As women strive for the top positions in business, they encounter various obstacles that derail their progress. They also make success much more difficult than it should be. The ‘broken rung’ phenomenon is an example of such issues they face as they try to make their way up the corporate ladder. 

This micro-inequity results in women dropping out of the traditional career trajectory due to frustration and helplessness. That’s when men are allowed quicker, easier advancement despite having equal experience or qualifications. 

However, it’s possible to work around this problem with appropriate measures. Companies can implement programs that allow women access to mentorships and training opportunities. Consequently, the programs equip them with the skills necessary for achieving leadership roles by bypassing impenetrable glass ceilings. 

However, individuals need to take action for themselves as much as employers must act if meaningful change is to take place anytime soon. Together, these efforts can go a long way in increasing female representation at the uppermost echelons of companies.

What Is the Broken Rung?

The “broken rung” is an all-too-common experience amongst women wherein accessibility to higher positions of responsibility and recognition is blocked due to unconscious bias. Decision-makers who inadvertently and unintentionally rule out qualified individuals for promotion often unknowingly exhibit this bias. 

Although not intentional, this form of discrimination and workplace inequality can cause long-term career stagnation. It can be challenging to address this problem since the conditions rarely involve conscious prejudice and are usually difficult to identify and prove. 

However, organisations should be intentional about detecting barriers when placing individuals in leadership positions.

Despite the overall downward trend of this gender gap in managerial roles, it is clear that more men occupy higher positions in corporations and industries than women. According to a McKinsey study, men are responsible for 62% of all managerial and executive leadership roles, leaving only 38% to women. 

Professionals and academics alike have debated this disparity on what steps they need to take to promote equality amongst genders in the workforce regarding equal upward mobility. 

But some actions stand out above the rest. Organisations need to start providing training courses or seminars for their employees and mentorship programs or focus groups. They should focus on cultivating skills necessary for success in upper-level positions. On a larger scale, governments must also take the proper steps legislatively to spread awareness of the gender wage gap disparity. They should also enforce laws against any discrimination towards either gender.

Let’s take a deeper look into specific behaviours and efforts that can challenge and even break the infamous broken rung for women in the workplace. 

How to Tackle the Broken Rung for Women in the Workplace

Organisations must employ careful strategies to repair the broken rung of the professional ladder. That’s because the current process is heavily weighed against those traditionally not represented in positions of power. 

Frequently, companies entrust existing management with the task of recognising and promoting the next wave of company leaders; however, this seemingly innocuous way of doing things can lead to subtle unconscious biases that prevent fully qualified individuals from climbing the leadership ladder. 

Such bias creates an unhealthy environment for workers and can lead to decreased employee morale and motivation. By targeting issues like this head-on, organisations can begin to bridge diverse backgrounds and build a more equitable work environment.

While we would all like to believe that decisions in the hiring process are purely based on merit, evidence has suggested that there may be other factors at play. One of the most notable is unconscious bias; without specific guidelines, human resource managers are more likely to look more favourably upon candidates with similar experiences and values. 

For example, gender roles and stereotypes can come into play and dictate who ultimately succeeds in job placements. While there may be no ill intent, it’s important to understand that these biases exist so that innovative and diverse workplace cultures can continue progressing.

That’s why understanding conscious and unconscious bias is the first step companies must take to diminish the broken rung. 

Realising Bias

Increasing awareness is an essential first step towards tackling unconscious bias in any organisation. Still, before doing this effectively, business owners must audit existing hiring and promotion processes to identify potential improvement opportunities. 

Additionally, you should establish and transparently communicate the processes and criteria when identifying and promoting emerging leaders. Companies should also consider succession pipelines when applicable. That’s because these can provide valuable opportunities for diverse talent to come through the system.

Bias Training

Training is critical to fostering change and understanding, specifically when it comes to an understanding the concept of unconscious bias. 

People enlisted in proper training can be exposed to data and examples that showcase how systematic biases impact decisions. That’s most notably true for those that occur in more subtle ways. This gives us the opportunity to reflect upon our personal biases and identify them. Eventually, we can make a conscious effort to eradicate them from our day-to-day lives. 

Ultimately, the goal of such training is for individuals to refine their decision-making and emerge as more balanced people overall.

Soft Skills for Leadership 

While businesses have a moral obligation to take up the necessary responsibility for change, individuals can also benefit from taking a more active approach. An important part of this could include working on developing soft skills that are essential for success. 

Taking the time to learn how to think critically and emotionally resilient, along with gaining a strong work ethic, making connections and collaborating with others, as well as strengthening communication (both verbal and written), are all critical elements in achieving personal growth. 

Taking an active stance in investing effort into these areas can lead to larger advancements within the workplace.

Developing Thought Leadership 

Thought leaders are individuals with an expansive knowledge base and the motivation to make a difference in their field. It’s not simply about knowing the latest trends; thought leaders provide profound insights that help shape the ideas and strategies of the future. Their diligent work and genuine willingness to collaborate create their high-profile presence within companies and industries. 

Taking on the role of a thought leader requires reflection and thoughtful consideration. Once achieved, it can tremendously influence those around you and offer profound professional growth opportunities for yourself. 

With ambition, focus, confidence, and risk-taking, you can start thinking and acting like a true thought leader today and make a change for the new generation. 

Learn more about how to understand unconscious bias in the workplace and how to cultivate women’s leadership in the workplace here.

Post Views: 417