March 20, 2026

The Broken Rung Strikes Again (and Women Are Done)

48 minutes

This week on “Crina and Kirsten Get to Work”, we dig into the 2025 *Women in the Workplace* report—the largest study of women in corporate America, spanning 280+ companies and over 1 million employees—and ask a hard question: what happens when women stop wanting the next rung?

SHOW NOTES

For over a decade, this report has tracked slow, incremental progress. Women now make up nearly 30% of the C-suite, up from 17%. But the underlying systems? Largely unchanged.

And now, a new shift: women’s ambition is declining.

What We’re Seeing (Again)

Some findings won’t surprise you—but they should still frustrate you:

The “broken rung” persists: for every 100 men promoted to manager, only 93 women are—dropping to 82 for Asian women and Latinas, and just 60 for Black women.

Representation shrinks at every level: from ~48% at entry level to ~28% in the C-suite.

Microaggressions remain common: 30–40% of women report daily bias.

The double burden is real: women continue to carry more unpaid labor at home.

Flexibility helps—but comes with penalties: remote women are less likely to be promoted.

Performance systems still favor men: women are less likely to be rated “excellent.”

Most companies still aren’t doing the full set of things that actually work.

What’s New (and Concerning)

This year’s report introduces a real shift:

The ambition gap is growing: women are now less likely than men to want promotions (80% vs. 86%), with sharper gaps at entry and senior levels.

Corporate commitment is slipping: only 50% of companies prioritize women’s advancement—and many are rolling back programs.

Burnout is peaking for senior women: 60% report burnout, higher than men at the same level.

Flexibility stigma is measurable: remote women are advancing less, while companies reduce hybrid options.

So… What Gives?

If the system hasn’t meaningfully changed—and in some cases is backsliding—opting out starts to look less like a personal choice and more like a rational response.

What Needs to Happen

For companies and managers:

Fix promotion pipelines with real data and accountability.

Invest in sponsorship (not just mentorship).

Address microaggressions in real time, not just in training decks.

Support managers so they can actually develop people.

Normalize flexibility without career penalties.

Stop quietly backing away from diversity commitments.

For individual women:

Track your impact and advocate clearly for advancement.

Build networks and sponsorship relationships.

Make bold career moves—even before you feel “100% ready.”

Push for equity at home as well as at work.

The Bottom Line

The issue isn’t that women lack ambition—it’s that the cost of ambition remains too high.

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By Crina Hoyer and Kirsten Barron

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