We need to stay true to the values that got us this far

It’s critical that companies continue to invest in women. My cofounder Sheryl Sandberg forcefully makes the business case for this in an op-ed in today’s Financial Times. And regardless of your politics, I think we can all agree that we want a fair, merit-based workplace that taps the full talents of everyone.

The problem is that our existing workplace is not fair.

The problem is that our existing workplace is not fair. For the past decade, we’ve conducted Women in the Workplace – the largest study on the state of women in corporate America – in partnership with McKinsey & Company. Year over year, the data shows women are consistently overlooked at the first critical promotion to manager. In 2024, for every 100 men promoted to manager, just 81 women received promotions. Back in 2018, the disparity was remarkably similar; for every 100 men promoted, only 79 women were. And the promotion gaps for Latinas and Black women are even bigger.

Moreover, the same large-scale data set shows entry-level women and men are leaving their companies – and asking for promotions – at the same rates. Early career women and men also report being equally committed to their careers and equally interested in advancing. Put another way, these women are not opting out or stepping back at work – they are just as ambitious as men.

So why are women less likely than men to be promoted into management? There are two possibilities; women are fundamentally less capable employees than men, or the system is not a true meritocracy. This is the crux of it. You either believe that men are inherently more talented, or you believe the system is unfair – and the promise of a workplace where everyone has the same chance to succeed eludes us.

Part of the challenge is that our culture still embraces a narrow, masculine definition of leadership. We tend to assume that men are naturally better leaders, and we’re more likely to celebrate ambitious and assertive behavior in men. In contrast, women have to work harder to be seen as leaders and are often penalized when they go for it. These outdated and biased views prevent women from the same opportunities afforded to men so it’s imperative we continue to work to level the playing field. For companies, it’s especially important that decisions that can accelerate or stall a career – like who gets a stretch assignment, who gets access to leadership training, and who gets hired and promoted – are fair and unbiased.

The merits of diversity and inclusion still stand.

While aspects of DEI have come under fire, the merits of diversity and inclusion still stand. The case for diversity is rooted in the straightforward idea that varied perspectives drive better thinking. And inclusion is essential to unlocking the benefits of diversity. For organizations to benefit from everyone’s best ideas, everyone needs to feel like they can speak up and be heard. Research from top universities, economists and business consultancies point to the benefits of getting this right. When diverse teams are supported by inclusive practices, they make better business decisions and come up with more innovative solutions to problems. When more women are on leadership teams, companies benefit from higher employee engagement and retention. And the ability to tap everyone’s knowledge and talents will only become more important as the population – and makeup of college graduates – becomes more diverse.

This is a high stakes moment for women and the workplace at large. Over the last decade, companies have made real progress. Women now hold 29% of C-suite positions, up from only 17% in 2017. Companies have expanded policies to support parents, caregivers and employees struggling with health challenges. The vast majority of employees think women’s opportunities to learn and grow at work have improved. And research shows that designing a more equitable hiring and promotion process benefits everyone. Now, companies need to be mindful about squandering their hard-earned progress and staying true to the core principles that got us this far. It will take creativity – and a renewed commitment to make sure no one feels left out of these efforts – but it’s the right and smart thing to do.

At Lean In, we remain firmly committed to the work we started more than a decade ago to help all women achieve their ambitions – whatever they might be – and make the workplace and world more equal. Lean In Circles will continue to be a place where women can come together to learn new skills, give and get advice, and actively pursue their goals. We’ll continue to expand our popular 50 Ways to Fight Bias program, which is available in six languages and easy to customize. And we’ll continue to put out research and commentary that celebrates women as leaders and sheds light on the most effective ways to support women and build a better workplace.

Together, we are stronger, and we will go further.

To all the women in the Lean In community, I have never believed more deeply in the power and importance of sisterhood. Together, we are stronger, and we will go further. And to anyone who would like to join our global community – especially early career women who feel unsure about the future or allies looking for a way to show support – I know that I speak for the extraordinary women leading Lean In Networks around the world, when I say; We’re here and want to help.

If you’d like to start your own Circle, visit leanin.org/circles. If you’d like to join a Lean In Network, below are links to 78 of our most vibrant networks, and I’ll add to this list as I hear back from more Network Leaders with their permission to post.

Finally, something magical happens when Lean In members from around the world gather together on Zoom. The power of our camaraderie and shared passion always energizes and uplifts me, and I know others feel the same. Starting this month, we’re hosting open versions of these meetings, so anyone, anywhere, can join. Our first 'community gathering' will be on March 19; you can register here.

You’ll find a full schedule of community events at leanin.org/events, and you are wholeheartedly welcome.