The data from this study suggest that the lack of women at the top levels of our largest corporations cannot solely be explained as a problem of a “leaky pipeline.” The fact that women comprise 25% of executive team members, drop to 10% of highest paid executives, and 4% of CEOs, points to systemic institutional bias at the highest levels of power and influence. We offer the recommendations below as a starting point for what we hope will be a deep public discussion.
- Women are making gains as members of corporate boards and among board leadership
- Yet, within internal executive 100% management, progress is glacial 90%
- Women of color are grossly underrepresented both at the board and executive levels
- The glass ceiling persists despite a ready pipeline
Culture is set at the top. Achieving gender parity and racial balance within corporate Massachusetts will require, deliberation, intentionality, and systemic change. We offer this short list of recommendations at as a starting point for what we hope will be a deep public discussion; the complete list is found in the full report.
- Set diversity goals and tie compensation (including CEOs) to achieving those goals
- Tackle unconscious bias deeply and head on
- De-bias all processes within the organization
- Issue and make public an annual diversity report