73% of women experience bias at work—yet less than a third of employees are able to recognize bias when they see it. Whether deliberate or unconscious, bias makes it harder for women to get hired and promoted and negatively impacts their day-to-day work experiences. This hurts women and makes it difficult for companies to level the playing field.

(Mckinsey & Company, ©2022 LeanIn.Org, LLC)

66% of women and 1% of men.

(Mckinsey & Company, ©2022 LeanIn.Org, LLC)

Almost 3 times more often.

While all women are more likely than men to face microaggressions that undermine them professionally— such as being interrupted or having their judgment questioned—many women of color experience them at a higher rate

(McKinsey & Company, 2021)

Men are 16% more likely to be promoted than Women.

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 a result, men significantly outnumber women at the manager level, which means there are far fewer women to promote to higher levels. The broken rung likely explains why representation of women at the senior manager, director, and VP levels has improved more slowly than the pipeline overall.

This year, for the first time, women of color were promoted to manager at about the same rate as women overall: 85 women of color were promoted for every 100 men. This is important progress, and it will be critical that companies build on it to make promotion rates truly equitable.

(Mckinsey & Company, ©2022 LeanIn.Org, LLC)

1-2 years.

High-frequency data for selected economies from ILO, LinkedIn and Ipsos offer a timely analysis of the impact of the COVID-19 pandemic on gender gaps in economic participation. Early projections from ILO suggest 5% of all employed women lost their jobs, compared with 3.9% of employed men. LinkedIn data further shows a marked decline of women’s hiring into leadership roles, creating a reversal of 1 to 2 years of progress across multiple industries.

(Global Gender Gap Report 2021)

Women are even more burned out than they were a year ago, and the gap in burnout between women and men has almost doubled. In the past year, 1 in 3 women has considered leaving the workforce or downshifting their careers—a significant increase from 1 in 4 in the first few months of the pandemic.

42% of women say they have been often or almost always burned out in 2021, compared to 32% a year ago.

(Mckinsey & Company, ©2022 LeanIn.Org, LLC)

Globally, the average distance completed to parity is at 68%, a step back compared to 2020 (-0.6 percentage points). These figures are mainly driven by a decline in the performance of large countries. On its current trajectory, it will now take 135.6 years to close the gender gap worldwide.

The Global Gender Gap Index benchmarks the evolution of gender-based gaps among four key dimensions (Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment) and tracks progress towards closing these gaps over time.

(Global Gender Gap Report 2021)