![]() And a majority of women report having more focused time to get their work done when they work remotely. A large number of women who work hybrid or remotely point to feeling less fatigued and burned out as a primary benefit. Flexibility is allowing women to pursue their ambitions: overall, one in five women say flexibility has helped them stay in their job or avoid reducing their hours. Women of color are even more ambitious than White women: 88 percent want to be promoted to the next level. Roughly 80 percent of women want to be promoted to the next level, compared with 70 percent in 2019. Moreover, the pandemic and increased flexibility did not dampen women’s ambitions. ![]() Women represent roughly one in four C-suite leaders, and women of color just one in 16. Since 2015, the number of women in the C-suite has increased from 17 to 28 percent, and the representation of women at the vice president and senior vice president levels has also improved significantly. However, we see a growing bright spot in senior leadership. Over the past nine years, women-and especially women of color-have remained underrepresented across the corporate pipeline (Exhibit 1). The rest of this article summarizes the main findings from the Women in the Workplace 2023 report and provides clear solutions that organizations can implement to make meaningful progress toward gender equality. We hope highlighting these myths will help companies find a path forward that casts aside outdated thinking once and for all and accelerates progress for women. These include women’s career ambitions, the greatest barrier to their ascent to senior leadership, the effect and extent of microaggressions in the workplace, and women’s appetite for flexible work. A few of these myths cover old ground, but given the notable lack of progress, they warrant repeating. The survey debunks four myths about women’s workplace experiences and career advancement. Due to small sample sizes for other racial and ethnic groups, reported findings on individual racial and ethnic groups are restricted to Asian women, Black women, and Latinas.-true parity remains painfully out of reach. However, with lagging progress in the middle of the pipeline-and a persistent underrepresentation of women of color 1 Women of color include women who are Asian, Black, Latina, Middle Eastern, mixed race, Native American/American Indian/Indigenous/Alaskan Native, and Native Hawaiian or Pacific Islander. This year’s research reveals some hard-fought gains at the top, with women’s representation in the C-suite at the highest it has ever been. This article is a collaborative effort by Emily Field, Alexis Krivkovich, Sandra Kügele, Nicole Robinson, and Lareina Yee.
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