Efforts to advance women in the workplace have been underway for decades, and many organizations proudly celebrate gains in leadership representation and pay equity.

Yet beneath the surface, systemic barriers persist—especially for women of color, LGBTQ+ women, disabled women, and those at the intersections of multiple identities.

When we talk about "women" in DEI, it is critical to ask: which women are we uplifting, and which ones are still being left behind?

True equity requires moving beyond surface-level metrics and addressing the complex realities women face at work every day.

Where Progress Has Been Made

In many industries, women have made visible strides:

• Leadership Representation: More women occupy C-suite roles than ever before, particularly in HR, marketing, and nonprofit sectors.

• Pay Transparency Movements: Legislation requiring salary transparency has narrowed some gender pay gaps.

• Policy Improvements: Expanded parental leave policies and workplace harassment protections have strengthened the infrastructure supporting women at work.

These gains matter. But they are not evenly distributed, and they do not tell the full story.

Persistent Barriers to Equity

Despite progress, major obstacles remain:

• The Broken Rung: Research by McKinsey and LeanIn.Org shows that the biggest barrier to women's advancement happens at the first step into management (McKinsey & Company & LeanIn.Org, 2023).

• Intersectional Invisibility: Women of color, disabled women, and LGBTQ+ women continue to experience exclusion, bias, and slower promotion rates.

• Motherhood Penalty: Working mothers, especially single mothers, face assumptions about their commitment and competence.

• Gendered Expectations: Women are often tasked with unpaid "office housework" like note-taking, birthday planning, or emotional labor.

• Workplace Safety and Belonging: Harassment, microaggressions, and toxic cultures still drive many women to exit organizations.

Without targeted strategies, overall progress risks masking deep inequities that remain embedded in workplace culture.

What Inclusive Employers Should Prioritize

• Apply an Intersectional Lens: Collect and analyze DEI data not just by gender, but by race, disability, LGBTQ+ identity, and caregiving status.

• Address the First Step to Management: Invest in leadership development, mentorship, and sponsorship programs for early-career women.

• Normalize Flexibility Without Penalty: Remote work, flexible hours, and caregiving accommodations should not signal a lack of ambition.

• Tackle Pay Equity Holistically: Conduct regular pay audits and adjust disparities, factoring in race and other intersectional dimensions.

• Create Brave Spaces for Feedback: Foster environments where women can safely report bias, harassment, or inequities without fear of retaliation.

Real Progress Means Real Accountability

Celebrating milestones matters—but true inclusion demands a willingness to confront uncomfortable realities. It requires commitment beyond Women's History Month, beyond press releases, and beyond performative gestures.

Inclusive workplaces must make space for every woman’s story, not just the ones that are easiest to celebrate.

How Diversity.com Helps You Build a More Inclusive Workforce

At Diversity.com, we connect forward-thinking employers and job seekers who are committed to inclusion, equity, and creating meaningful change across all dimensions of diversity.

Whether you are strengthening your DEI strategy, expanding career opportunities, or building cultures where all identities and experiences are valued, we provide the tools, resources, and insights you need to lead with purpose.

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✔ Create a free employer account — Post open roles and hire with intention. Choose from flexible options: single listings, job credit packs, or subscription plans.
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For Job Seekers:

✔ Search jobs with inclusive employers — Find opportunities where equity, belonging, and authenticity are priorities.
✔ Create a free job seeker account — Apply to roles that align with your values, experiences, and aspirations.
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We believe in a future where every career journey and every hire moves us closer to true equity.

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Sources & References:

• McKinsey & Company & LeanIn.Org. (2023). Women in the Workplace 2023. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace