As employers or business owners, it’s vital to address this issue for the economic security of your female employees.

Let’s take a look at the long-term effects of the gender pay gap on women’s retirement savings and the steps that businesses can take…

Lower retirement savings mean lower Social Security benefits

The gender pay gap means women are paid less during their working years, resulting in lower retirement savings than their male counterparts. Since  Social Security payments are based on an employee’s income during their working years, a lower salary would result in a lower benefit amount.

This issue would also result in women having a smaller retirement nest egg to rely on during their retirement years.

Longer life expectancies

Women, on average, live longer than men. According to Harvard Health, “57% of all those ages 65 and older are female. … The average lifespan is about 5 years longer for women than men in the U.S., and about 7 years longer worldwide.”

Due to these longer life expectancies, women have higher medical expenses, living expenses, and caregiver expenses, which, combined with lower retirement savings, often result in greater financial insecurity later in life.

Lack of retirement plan access

Women face an additional challenge as they are often employed in small businesses that don’t offer retirement plans like 401(k) and pensions.

In fact, “About 50% of women ages 55 to 66 have no personal retirement savings, compared to 47% of men,” as reported by the U.S. Census Bureau. The lack of retirement plan access means that women have to be even more proactive about saving for retirement.

Other factors

Women face additional challenges in saving for retirement due to factors such as career interruptions, taking time off for caregiving, and other responsibilities. These challenges result in women earning less from work, saving less for retirement, and relying more on Social Security in retirement.

What employers and business owners can do

Simply put, businesses can address these issues by implementing transparent compensation policies and practices. This step would ensure that all employees are paid equitably, regardless of gender.

Additionally, offering retirement plans like 401(k) programs can improve access to retirement planning for all employees in the company. Employers can also support career development opportunities for women, to improve their earnings and increase their ability to save for their retirement years.

But what do you think? Are you a woman with a unique perspective on saving for retirement or a business owner that offers these kinds of benefits? We’d love to hear from you!

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post S.H.E. Matters After She Retires: Long-Term Effects of the Gender Pay Gap on Women’s Retirement Savings appeared first on Mad Men Marketing.

And fears of a looming recession only grow worse.

The problem? Not everyone is going to feel this equally. In fact, women are more likely to get the short end of the stick in the event of a recession — all thanks to the ongoing gender wage gap.

Here’s what you should know:

Defining an Economic Downturn

Before we dive in, let’s review what, exactly, a recession even is.

Specifically, a recession is an economic downturn where a country experiences a significant drop in economic activity. It is the opposite of growth and, according to Forbes, can last anywhere from a few weeks to a few years depending on the factors at play.

Moreover, during a recession…

• Production and employment go down
• Wages and profits decrease
• Investments decline
• And more

In extreme cases, manufacturers and retailers go out of business and unemployment rates skyrocket.

Recessions can have a long-term impact on the economy as well. During a recession, businesses often lay off workers or cut back on hours which leads to an increase in unemployment. This can lead to long-term job losses even after the economy recovers.

Factoring in the Finances of the Wage Gap

The gender wage gap is one of the main factors that has left women exposed to financial insecurity, and may especially do so leading up to and during a recession.

Despite steady progress in recent years, women still earn an average of 82 cents for every dollar earned by men as reported by the Government Accountability Office (GAO) — a disparity that can have far-reaching economic implications. This means that women tend to have less money to put aside for emergency savings and retirement planning, which can be especially problematic during an economic downturn.

In addition to this, women are more likely to take time off or reduce their hours to care for family members, leading to a further decrease in income that makes it even harder for them to weather the storm of a recession.

S.H.E. Matters — Especially During a Recession

Today, we are seeing a mixed bag of news reports in terms of whether a recession is actually on the horizon or not. Regardless, one thing remains the same: it is not out of the realm of possibility.

And, according to the Ellevest Financial Wellness Survey of 2022, approximately 30% of male respondents reported feeling prepared for a potential recession. Only 14% of female respondents, however, felt the same.

In other words, given the gender wage gap in the United States, women are less likely to be financially prepared for such an economic downturn should it arrive soon. But by closing the gender wage gap, we can help shield women from feeling the exacerbated hardships in the wake of future economic instability.

And that in and of itself is reason enough to continue fighting for workplace equality.

But what do you think? Are you a female worker who is already feeling the impacts of all the aforementioned? Or do you have a different opinion entirely? We’d love to hear from you!

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post S.H.E. Matters: A Matter of Women and Recession Preparedness appeared first on Mad Men Marketing.

Despite efforts over the years, women still make up a small percentage of workers in construction and face a considerable wage gap compared to their male counterparts.

Let’s take a closer look behind the construction curtain:

Constructing a Gap in the Industry

The construction industry is a male-dominated field, with women making up only a small percentage of the workforce. In fact, as reported by the National Center for Construction Education & Research (NCCER), “nearly 90% of the industry is male.”

This gender gap has been present for decades and reflects the larger societal issue concerning workplace equality. Stereotypes and entrenched biases have contributed to this wage gap by discouraging women from entering the field due to their perceived inability or lack of capability.

Specifically, the construction industry is disproportionately male-dominated due to longstanding societal and cultural norms that have seen women traditionally viewed as unsuited for manual labor. This has created a lack of diversity in the workforce, with men making up the majority in most construction sites; women who are in construction are more likely to be behind a desk.

Additionally, other factors like lower pay, fewer opportunities to advance within the field, and lack of support networks are often cited as reasons why more women do not pursue a career in this industry.

Wait — Wages Matter, Too

As a result of all of the aforementioned, there are limited opportunities for growth or career advancement for women within construction. Moreover, an imbalance in wages between men and women has remained pervasive in the overall industry.

For example, according to the National Association of Women in Construction (NAWIC), women earn just 74 cents for every dollar earned by their male counterparts in the construction field at large. With regard to managerial roles in specific, women make approximately 86 cents for every dollar earned by a male colleague.

This wage gap is not only alarming but is also reflective of the larger societal issue concerning workplace equality in the United States.

Closing the Construction Gap

In order to create an environment where workplace equality and equitable distribution of resources between genders is possible, there need to be initiatives that focus on promoting diversity in the industry by encouraging more women to enter or continue working in construction fields.

Some actions leaders might take could include…

• Providing more leadership roles for women
• Creating mentoring programs
• Implementing policies that favor equitable wages
• Establishing guidelines against sexual harassment or discrimination
• Offering educational support like specialized courses or training sessions targeted towards female workers
• And more

Together, these steps can help create a more diverse and inclusive workplace that ultimately benefits everyone involved regardless of gender identity or background.

But what do you think? Are you in construction, or do you know someone who is and deserves a moment in the spotlight? Because we’d love to hear from you! Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post S.H.E. Matters: Breaking Down the Boys’ Club That is Construction appeared first on Mad Men Marketing.

What’s more, we want to see you thrive.

That’s why, if you’ve found yourself on the hunt for resources and organizations that will give you the year-end boost you need, we recommend the following five:

1. Association for Enterprise Opportunity (AEO)

Having recently celebrated 30 years’ worth of business-related impact, the AEO’s vision “is for every individual in the U.S. to have access to resources and services for creating wealth, assets, and healthy communities through business ownership.”

Specifically, the AEO is focused on providing economic assistance and resources for entrepreneurs who are historically underserved, which includes many women — especially women of color. Thus, we highly recommend this organization.

1. Association of Women’s Business Centers (AWBC)

The AWBC “works to secure economic justice and entrepreneurial opportunities for women by supporting and sustaining a national network of over 100 Women’s Business Centers.”

This non-profit organization assists a reported 150,000 female entrepreneurs every year. If you’re looking for mentorship or training, financing opportunities, and/or development resources, we highly recommend the AWBC.

1. National Association of Women’s Business Owners (NAWBO)

“The National Association of Women Business Owners is an organization in the United States founded in 1975 that has the purpose of networking the approximately 10.6 million women-owned businesses,” according to the organization’s website, “so as to provide mutual support, share resources, and provide a single voice to help shape economic and public policy.”

No matter where you are located in the United States, NAWBO is there for you. With nationwide chapters that support women across all industries, you can consider this organization your “one-stop shop” for all things business development-oriented.

1. Office of Women’s Business Ownership (OWBO)

Created through the U.S. Small Business Administration (SBA), “The Office of Women’s Business Ownership’s mission is to enable and empower women entrepreneurs through advocacy, outreach, education and support.”

With a particular focus on “women who are economically or socially disadvantaged,” this government-provided resource is committed to training and counseling new female entrepreneurs. Additionally, its services are offered in a variety of languages.

1. Women’s Business Enterprise National Council (WBENC)

The mission of the WBENC “is to fuel economic growth globally by identifying, certifying, and facilitating the development of women-owned businesses.”

After 25 years of operation, amassing a network of over 450 organizations, and partnering with a curated 14 regional partners, the WBENC remains committed to closing the gap between women-led businesses and their male counterparts.

Last but not least, we’d be honored if you kept us in mind.

Here at Mad Men Marketing, we provide industry-leading marketing solutions to women-led businesses. What’s more, we’d love to hear your story and share it with our community!

Do you want to see your business highlighted? Or do you have someone else in mind? We’d love to know! Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information.

The post Our Top 5 Recommended Resources for Women-Owned Businesses appeared first on Mad Men Marketing.

As we end our Thanksgiving feasts with Black Friday hot on our heels, our shopping lists are only bound to grow. And as you shop local, you should also shop women-owned.

If you’re curious to learn a little more about why, here’s what you need to know:

(Women-Led) Business 101

Every year, we see more and more women-led and owned businesses emerging. That being said, how many you will find may depend on the industry.

For example, according to the 2021 annual report created by The National Women’s Business Council (NWBC), woman-owned businesses in the United States are “concentrated in” the five following industries:

• Other services
• Healthcare and social assistance
• Professional, scientific, and technical services
• Retail trade
• Administrative and support and waste management and remediation services.”

Of course, regardless of industry, women face unique challenges in business compared to male colleagues or competitors. And, from day one, it all comes down to the money.

“When women business owners pitch their ideas to investors for early-stage capital, they receive significantly less—a disparity that averages more than $1 million—than men,” the Boston Consulting Group found. “Yet businesses founded by women ultimately deliver higher revenue—more than twice as much per dollar invested—than those founded by men.”

But, if these gaps emerge so early on for these businesses, what might the overall picture look like for established businesses today?

Her Business Matters

Despite the aforementioned, women-led and owned businesses today are doing well overall.

“Women-led businesses employed 10.1 million workers and accumulated $1.8 trillion in receipts in 2019,” as reported by the U.S. Small Business Administration, which deemed 2021 a “Year of Historic Achievements for Women-owned Businesses.”

That being said, the positive trends in this area are not necessarily felt across the board. Rather, the matter of intersectionality brings other challenges to light.

Specifically, since 2014, the revenue raised by women-of-color-owned businesses shrank, creating a disparity between these businesses and those owned by Caucasian women.

What’s more, “the disparity has an enormous effect on the U.S. economy,” according to the 2019 State of Women-Owned Business Report, which was commissioned by American Express. “Four million new jobs and $981 billion in revenue would be added if [the] average revenue of minority women-owned firms matched that of white women-owned businesses.”

Thus, it is of increasing importance that we specifically seek out and support businesses that are owned and led by women of color.

S.H.E. Matters is Open for Business

With women generating record profits for our economy — as well as revolutionizing the workforce and workplace cultures — a little support to a woman-led business could have a bigger impact than you’d think.

Further, we would love to highlight some of your favorite locally-owned businesses that are owned and run by women. After all, word of mouth is powerful unto itself!

Do you have someone in mind? We’d love to know! Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post Small Business Saturday: S.H.E. Matters — And It Is Her Business. appeared first on Mad Men Marketing.

Thus, in honor of this month’s observance, we wanted to take a moment to shine a light on how women pave their own financial paths and generate a lasting impact on our nation’s economy.

After all, it’s not just that S.H.E. Matters today, it’s that she always has and always will.

The History of Women in Business

Recorded history dates the first woman-run business in America all the way back to the 18th Century.

Specifically, in 1739, “Eliza Lucas Pinckney took over operation of the family’s three South Carolina plantations at the age of 16 after her mother’s passing and her father’s return to the West Indies,” As reported by the SBDC National Information Clearinghouse (SBDCNet).

Following, up until the mid-20th Century, most businesses that were run by women were ale houses, clothing shops, and brothels. Primarily, these were only established by women who were unmarried or otherwise without a man who was considered the “traditional breadwinner” at the time.

Thankfully, by the 1920s, the idea of female entrepreneurship became normalized. Thus, in the 1940s, women were more ready to step into the workforce amidst the ongoing war. Even when the men returned and displaced those women, many went on to establish their own businesses and lines of work.

Finally, in 1988, “Congress passed The Women’s Business Ownership Act, which ended discrimination in lending, eliminated state laws that required married women to have a husband’s signature for all loans and gave women-owned businesses a chance to compete for lucrative government contracts,” according to Media Partners Worldwide.

Modern Growth, Modern Numbers

Today, while women continue to face an uphill battle against the glass ceiling, broken rung, and many other phenomena that otherwise hinder their upward mobility in business, there is still reason for celebration.

“In 1972, there were a little over 400,000 women-owned businesses in the United States,” as reported by the U.S. Small Business Administration (SBA). “Today, there are over 13 million women-owned businesses and counting.”

What’s more, the U.S. Census reported that, in 2018, “women-owned employer firms reported nearly $1.8 trillion in sales, shipments, receipts or revenue and employed over 10.1 million workers with an annual payroll of $388.1 billion.”

Further, some exciting statistics provided by the National Association of Women Business Owners (NAWBO) include:

• One in five firms that report their annual revenue of $1 million or more is woman-owned
• 4.2% of all women-owned firms have revenues of $1 million or more.
• 5.4 million firms are majority-owned by women of color in the U.S.
• The aforementioned firms generate an annual $361 billion in revenue
• Those firms also employ 2.1 million people

S.H.E. Matters, and So Does Her Business

At the end of the day, women-owned businesses remain invaluable to our economy, and we hope to see them continue to proliferate as time goes on.

After all, women should not be doubted — and neither should their impact on the workforce.

Further, we would love to highlight some of your favorite locally-owned businesses that are owned and run by women. Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post S.H.E. Matters and is Invaluable to Our Economy appeared first on Mad Men Marketing.

That being said, how often do we actually stop to learn more about how it functions at home and in our own communities? After all, the gender wage gap is not some unfortunate thing that is happening somewhere else. It’s happening right here, right now.

So, what does that mean for us?

A Focus on Floridian Finances

While it is not as bad here as it is in some other states, here in Florida, the wage gap isn’t all sunny-side up.

“In 2019, Florida women who were full-time wage and salary workers had median usual weekly earnings of $759, or 85.1 percent of the $892 median usual weekly earnings of their male counterparts,” as reported by the U.S. Bureau of Labor Statistics (BLS).

That is to say, wages are still not equal. But let’s narrow the scope a little more.

According to the National Partnership for Women and Families, women of color face even greater wage disparities in the Sunshine State. Where white, non-Hispanic women make $11,186 less per year on average in comparison to men…

• Asian American women are paid $12,067 less per year on average
• Black women are paid $16,919 less per year on average
• Latina women are paid $18,057 less per year on average

And that’s only some of the minority populations.

Just Doing the Math in Jacksonville

Mad Men Marketing is headquartered in Jacksonville, FL, which is why we wanted to take a moment to focus on our own general metro area.

And statistics published by the Pew Research Center show that the gender wage gap in Jacksonville only widens with age:

• Female employees in Jacksonville between the ages of 16 and 29 “earned 94% of what men their age earned in 2019.”
• Female employees in Jacksonville between the ages of 30 and 49 “earned 82% of what men  their age earned in 2019.”
• Female employees in Jacksonville over the age of 50 “earned 73% of what men their age earned in 2019.”

But that’s not all.

Women in Jacksonville don’t only earn less than their male colleagues, but they also make less than the national average wage overall, thereby putting them at an even greater financial disadvantage.

“Workers in the Jacksonville, FL Metropolitan Statistical Area had an average (mean) hourly wage of $24.96 in May 2021, about 11 percent below the nationwide average of $28.01,” the BLS reported in 2021. “After testing for statistical significance, wages in the local area were lower than their respective national averages in 20 of the 22 major occupational groups.”

S.H.E. Matters in the Sunshine State

So, how can we work harder to close the gap here in our own home? Well, there’s no one simple answer.

That being said, the Center for American Progress (CAP) argues that “in order to advance economic security for women and families in Florida, policymakers should prioritize policies that ensure economic equality and health care access for all.”

But what do you think? And have you personally witnessed or experienced these financial obstacles yourself? If you have further thoughts, questions, or suggestions on this topic, we’d love to hear from you!

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post S.H.E. Matters: Bringing Home the Bacon (Or Not) in Florida appeared first on Mad Men Marketing.

But how might their job fit into the larger picture?

The Inconsistence of Industries

The pay gap won’t look the same between any two working women, seeing as the industry they work in may largely dictate just how large the gap is — as well as whether or it will begin to close or widen further over time.

For example, in the food service industry, Statista reports that women make a median earning of about $521 per week, whereas men make approximately $617 per week in the same position.

But this gap is still relatively small compared to other industries, particularly if they are considered male-dominated.

That being said, “male-dominated fields — like tech, for example — tend to pay better than ones where women make up the majority, regardless of the level of skill or experience required for the roles,” CodeAcademy points out.

But that doesn’t mean that the pay gap doesn’t exist for women in these fields at an even wider gap than others. Let’s take a look at IT, for example…

It’s All in the Numbers

Oftentimes, the problems may start on Day 1. In fact, “59% of the time, men were offered higher salaries than women for the same job title at the same company in 2020, compared to 65% in 2019,” a report by Hired revealed.

And when women start at a financial disadvantage compared to their male colleagues, the difference adds up and only makes it increasingly difficult to catch up for the duration of their career.

“Median total compensation for female IT pros in 2021 was $105,000, the same as it was in 2020,” as reported by InformationWeek. That compares to the median total compensation for male IT pros of $128,000 in 2021, up from $125,000 in 2020.”

Thus, even those women in the revered STEM field may still struggle to earn the salary that matches their overall skill, experience, and expertise.

Where the Problem STEMs From

There are numerous factors that contribute to the overall gender wage gap — the likes of which often intersect with race — but what may contribute to the gap in technology, specifically?

“Stanford researchers who studied this disparity discovered that there is in fact one credential that separates these new hires: self-confidence,” according to the Stanford Graduate School of Business. “Employers in engineering and computer science fields appear to offer higher starting salaries to applicants who present as self-assured, and those applicants are mostly men.”

In other words, employers are more likely to judge a candidate’s productivity and success based on a slight behavioral difference while in the interview room… the likes of which have nothing to do with their actual competence.

This may be especially concerning as research suggests female students demonstrate less overall confidence in both math and science compared to their male classmates.

Thus, it is increasingly important that we support female students and entry-level women in STEM to ensure they can advance in their careers just as successfully as men. Between confidence and competency, women are worth just as much as their male colleagues.

If you have further thoughts, questions, or suggestions on salary negotiations, we’d love to hear from you!

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post The Wage Gap in Tech: No Industry is Immune appeared first on Mad Men Marketing.

The matter of salary negotiations.

Namely, how have they contributed to workplace inequality, and what can women do to feel more confident and prepared when it comes time to walk into the room?

The Salary Negotiation Gap

Contrary to some internet discourse, let’s address the fact that women absolutely do negotiate for higher pay. The problem, however, is that different expectations and behaviors that are considered “appropriate” in the workplace lead men to negotiate more often than their female colleagues.

For example, “in 2018, 68 percent of men and 45 percent of women negotiated their salaries,” as reported by the Society for Human Resource Management (SHRM), “[and] in 2017, 46 percent of men and 34 percent of women did so.”

That being said, requesting a raise is one thing, but being offered one is another. That is, not all women feel comfortable negotiating an offer once it’s on the table.

In fact, “only 16 percent of respondents always negotiate compensation when a job offer is made or during performance evaluations,” Christina Lopez of career website Monster wrote. “Some respondents believe their companies would acknowledge and reward their accomplishments and efforts, and use that as an excuse to avoid negotiating altogether.”

Thus, empowering women in these scenarios is increasingly important.

Why It’s Harder for Women

Oftentimes, even when a woman is ready and willing to aim for a raise, her incentive in and of itself may be a detriment to her financial goal.

“The bad news is that women pay a penalty when they negotiate,” Lean In explains. “They’re more likely to receive feedback that they are ‘intimidating,’ ‘too aggressive,’ or ‘bossy.’”

Similarly, Harvard Business School Assistant Professor Julian Zlatev conducted a study involving over 2,5000 women who had experience attempting to negotiate their compensation. Their efforts were dubbed a “catch-22” for women.

Why? Because Zlatev and her colleagues in the study “found evidence that women who felt empowered at the negotiation table were more likely to reach worse deals or no deal at all. The results held regardless of their negotiation partners’ gender.”

As a result, many women feel discouraged from attempting to initiate the negotiation process in the first place, thereby contributing to the existing wage gap.

How to Negotiate

While there’s, unfortunately, no magic button for putting an end to subconscious biases — or outright prejudices — at the negotiation table, there are steps women can take to at least feel more confident and prepared.

For example, “it’s helpful to look at salary-data resources on sites like LinkedIn, PayScaleand Glassdoor,” Forbes recommends. “This will give you a clearer idea of how much you can negotiate for. Then, take this information and come up with a rate that is fair and appropriate.”

What’s more, we recommend that women make it more difficult to dispute their right to a higher wage by focusing on their value to the company. Namely, if at all possible, try using numbers:

• How did you contribute to company metrics?
• Did you increase team productivity?
• Did you enhance your department’s revenue stream or savings threshold?
• And more

Finally, it all comes down to practice.

Once you have all of the key points prepared for your negotiation, take the time to make a script and practice it before you walk through the door. This way, even if nerves and/or an adrenaline rush obstruct your line of thinking, you have the strength of repetition on your side.

And no matter how it turns out, don’t forget your worth.

If you have further thoughts, questions, or suggestions on salary negotiations, we’d love to hear from you!

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post S.H.E. Matters & Negotiations: Can We Put Our Money Where Our Mouth Is? appeared first on Mad Men Marketing.

Namely, in the below blog we explore the wage gap, intersectionality, and more.

After all, without first identifying and acknowledging the existing obstacles to women in the workforce, we’ll never be able to truly overcome them.

The Basics of Wage Inequality

The matter of wage inequality has been both acknowledged and debated for decades, but the needle has remained relatively slow to move. Thankfully, it has not stopped moving altogether.

“In 2020, women who were full-time wage and salary workers had median usual weekly earnings that were 82 percent of those of male full-time wage and salary workers,” the U.S. Bureau of Labor Statistics reported in 2021. “In 1979, the first year for which comparable earnings data are available, women’s earnings were 62 percent of men’s.”

Based on the aforementioned information, we can begin to see how, over time, the wage gap has begun to close. That being said, workplace equality cannot be deemed “achieved” until that gap no longer exists.

Moreover, the wage gap between men and women is varied — and further exacerbated — by a woman’s racial identity, meaning we need to take an intersectional approach in studying and remediating this nuanced obstacle.

The Matter of Intersectionality

“There has never been a time in this country when there has not been a wage gap that exists along intersecting gender and racial lines,” the Center of American Progress affirmed in an article exploring the depths of the wage gap with regard to women of color.

For example, the following breakdown of women’s earnings according to their identified ethnicity has been calculated by the American Association of University Women (AAUW):

Women’s Earnings as a Percentage of White Men’s Earnings, by Race/Ethnicity

• White alone, not Hispanic or Latino — 79%
• Black or African American — 63%
• American Indian and Alaska Native — 60%
• Asian — 87%
• Native Hawaiian and Other Pacific Islander — 63%
• Hispanic or Latino origin — 55%

With these numbers broken down so plainly, it’s easy to see how workplace inequality is not merely a matter of gender. Consequently, even if the wage gap were to eventually close between white women and men, there is no guarantee that women of color would be able to catch up at the same time.

The Introduction of the Broken Rung

You’ve heard of the glass ceiling, but have you heard of the broken rung?

Simply put, the broken rung theory applies to the specific phenomenon wherein women are less likely to obtain promotions that lead them up the leadership ladder in their workplace(s).

What’s more? It starts at the very bottom and continually narrows as it goes up, making a woman’s first few years in an entry-level position critical.

“Women continue to face a broken rung at the first step up to manager: for every 100 men promoted to manager, only 86 women are promoted,” as reported in McKinsey & Company’s Women in the Workplace report for 2021. “As a result, men outnumber women significantly at the manager level, which means that there are far fewer women to promote to higher levels.”

With all this being said, we have to acknowledge that this is by no means a comprehensive review of the facts, figures, and realities of workplace inequality.

We have not yet addressed motherhood, for example, as a driving force behind these disparities, among other variables. However, we do hope to slowly and systematically take a look at these matters, in addition to the personal stories of leading women in our communities.

So, do you have a story you’d like to share with S.H.E. Matters?

Is there a resource or organization you believe deserves more attention?

Or do you know an incredible woman who has more than earned the spotlight on her accomplishments?

We’d love to hear from you.

Please reach out to us or visit our S.H.E. Matters page to send in a submission for our review, and stay tuned here for more information!

The post Workplace Inequality 101: An Introduction to S.H.E. Matters appeared first on Mad Men Marketing.