A Decade of Progress and Challenges: Women in the Workplace 2024

Diverse workforces offer the best opportunities for the best outcomes. I recognize that working in a woman-owned and led company like Crawford Group, where diversity is our life-blood offers a lot of advantages - and it’s important to remember that not all are so fortunate. 

Ten years ago Mckinsey and Leanin.Org issued the first Women in the Workplace report, and I think it’s a good time to reflect on the progress made, persisting barriers, and the work still required to achieve gender parity in the corporate world.  McKinsey’s 2024 report brings a mix of optimism and urgency, highlighting both the advances women have made over the past decade and the fragility of that progress. While there have been notable strides, particularly for women in senior roles, systemic challenges remain that continue to obstruct true equity.

One of the most encouraging findings is the growing representation of women at the highest levels of leadership. Today, 29% of C-suite positions are held by women, a significant increase from just 17% in 2015. This growth reflects a broader acceptance of women in decision-making roles.It’s a testament to the talent and resilience of women who have persevered in an environment that has historically marginalized them.

However, this progress is precarious, and the path to true parity is far from complete. One of the most persistent barriers remains the "broken rung.” The gap in early career promotions. Women still face significant hurdles in receiving their first promotion to managerial roles. According to the study,  for every 100 men promoted to management, only 81 women advanced in 2024, a figure that has changed little over the years. The broken rung is a critical roadblock, and fixing it requires more than just goodwill. 

While the increase in women’s representation in leadership is significant, it’s important to recognize that many of these gains are in staff roles rather than core operational positions. To sustain leadership diversity, women must occupy key roles in driving business outcomes, such as profit-and-loss responsibilities. Otherwise, the progress may not be as impactful as it seems on the surface.
 

The decline in corporate investment in diversity and inclusion initiatives, along with the reduction in companies offering career development, mentorship, and sponsorship programs for women, is deeply concerning. These initiatives are essential for breaking down the barriers that women encounter on their path to leadership roles.

As we look to the future, McKinsey’s report serves as a critical call to action for companies, leaders, and employees alike. Achieving gender parity is a long journey, but it is attainable. At Crawford Group, we lead by example. We implement fair and inclusive hiring and promotion practices, ensuring that all employees, including women from diverse backgrounds, have equal opportunities to thrive and succeed. Our culture is rooted in mutual respect and empowerment, where every voice is valued. 

Reflecting on the past decade, it’s clear that the fight for gender parity in the workplace is far from over. Crawford Group stands behind McKinsey’s call to action, one that urges us to not only recognize the gains women have made but also to confront the barriers that remain. The road to true equity requires unwavering commitment, bold strategies, and accountability at every level. Now, more than ever, we must push forward with renewed focus and resolve to ensure lasting, meaningful change.