The state of the female talent pipeline
Photo: Gorodenkoff |Shutterstock
IBM assesses the opportunities and barriers for women’s advancement at work across 12 countries and 10 industries. In its 2023 study, it shows a hollowing out of the female talent pipeline.
What does this mean? The percentage of women serving in C-Suite and Board positions have increased (from 10% and 8%, respectively, in 2021 to 12% for both in 2023), as has the percentage of women in junior professional/specialist roles, which grew from 35% in 2021 to 40% in 2023.
But across the remainder of the pipeline – at the first steps towards Manager level and up until the C-Suite - the percentage of women has declined or “hollowed out”, worsening since the Covid-19 pandemic.
IBM’s report shares 4 actions that employers can take.
1. Design roles at the top that work for top talent
Advancement is not just about having more seats at the table for women. It’s about thoughtfully reexamining leadership positions and the systems that support them.
2. Change the dialogue around gender
Reframe women’s leadership advancement in the language that compels action: business results.
3. Don’t just set strategy, give it teeth
Many organizations today claim advancing women is part of their strategic agenda. But without directives and metrics, it’s just words.
4. Detangle the messy middle
When we talk about gender parity in leadership, it’s common to focus on the most senior roles. It’s much more challenging to enact measures that tackle gender parity across the full leadership pipeline.
Detangle the messy middle
Source: IBM
“When we talk about gender parity in leadership, it’s common to focus on the most senior roles. It’s much more challenging to enact measures that tackle gender parity across the full leadership pipeline.”