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The choices companies make today will have consequences on gender equality for decades to come.

The data set this year reflects contributions from 317 companies that participated in the study and more than 40,000 people surveyed on their workplace experiences; more than 45 in-depth interviews were also conducted to dive deeper on the issues.

These efforts were in the field from June to August of 2020, although the pipeline data represents employer-provided information from calendar year 2019.

Under the highly challenging circumstances of the COVID-19 pandemic, many employees are struggling to do their jobs.

Many feel like theyre always on now that the boundaries between work and home have blurred.

Womenespecially women of colorare more likely to have been laid off or furloughed during the COVID-19 crisis.

In this study, women of color include Black, Latina, Asian, American Indian or Alaskan Native, Native Hawaiian, Pacific Islander, or mixed-race women.

However, due to small sample sizes, reported findings on individual racialethnic groups are restricted to Black women, Latinas, and Asian women.

The pandemic has intensified challenges that women already faced.

Company Of Women Full Day Of

Working mothers have always worked a double shifta full day of work, followed by hours spent caring for children and doing household labor.

Now the supports that made this possibleincluding school and childcarehave been upended.

Meanwhile, Black women already faced more barriers to advancement than most other employees.

And the emotional toll of repeated instances of racial violence falls heavily on their shoulders.

Companies risk losing women in leadershipand future women leadersand unwinding years of painstaking progress toward gender diversity.

If companies make significant investments in building a more flexible and empathetic workplaceand there are signs that this is starting to happenthey can retain the employees most affected by todays crises and nurture a culture in which women have equal opportunity to achieve their potential over the long term.

The rest of this article summarizes the reports main findings (and you can go even deeper with a behind-the-scenes chat with one of the reports coauthors on our blog).

This was most pronounced in senior management: between January 2015 and January 2020, representation of women in senior-vice-president positions grew from 23 to 28 percent, and representation in the C-suite grew from 17 to 21 percent (Exhibit 1).

Women remained dramatically underrepresentedparticularly women of colorbut the numbers were slowly improving.

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For the sixth year in a row, women continued to lose ground at the first step up to manager.

For every 100 men promoted to manager, only 85 women were promotedand this gap was even larger for some women: only 58 Black women and 71 Latinas were promoted.

As a result, women remained significantly outnumbered in entry-level management at the beginning of 2020they held just 38 percent of manager-level positions, while men held 62 percent (Exhibit 2).

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