Leading companies address the "broken rung" in career advancement by fostering sponsorship, inclusive leadership, clear promotion criteria, bias training, flexible paths, and psychological safety. Data-driven strategies and early interventions boost diversity at mid-levels, showing transparency and mentorship as key success factors.
Which Companies Have Successfully Addressed the Broken Rung, and What Can We Learn From Them?
AdminLeading companies address the "broken rung" in career advancement by fostering sponsorship, inclusive leadership, clear promotion criteria, bias training, flexible paths, and psychological safety. Data-driven strategies and early interventions boost diversity at mid-levels, showing transparency and mentorship as key success factors.
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Navigating the "Broken Rung" in Promotions
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Microsoft Commitment to Mid-Level Promotion
Microsoft has publicly acknowledged the “broken rung” issue and implemented robust programs to promote diverse talent from entry-level to managerial roles. Their emphasis on sponsorship, inclusive leadership training, and transparent promotion criteria has contributed to increased representation of women and minorities in mid-level management. From Microsoft, we learn the importance of organizational transparency combined with active mentorship and sponsorship to bridge the first promotion gap.
Accenture Data-Driven Equity Strategies
Accenture utilizes detailed workforce analytics to identify where women and underrepresented groups face barriers in career progression. By targeting these “broken rung” points with tailored interventions—such as leadership coaching, flexible work policies, and accountability for managers—they have improved promotion rates. This highlights the value of using data to diagnose problems and inform targeted actions against the broken rung.
Procter Gamble Embedding Inclusion in Leadership
P&G integrates diversity and inclusion as core leadership competencies and holds their leaders accountable for developing diverse talent pipelines. The company invests heavily in employee resource groups and mid-level leadership programs that prepare women to lead. The takeaway here is that embedding diversity goals into leadership metrics ensures sustained focus on fixing the broken rung.
Salesforce Sponsorship and Allyship Programs
Salesforce’s “Equality Groups” and sponsorship initiatives pair emerging female leaders with senior executives who advocate for their promotion. This system fosters accountability and makes support for diverse talent visible within corporate culture. From Salesforce, we learn the critical role sponsorship and allyship play in helping women overcome early career barriers.
Deloitte Inclusive Leadership Development
Deloitte has developed customized leadership development tracks focused on inclusivity and self-awareness for mid-level managers. Combined with a review of promotion processes to mitigate bias, Deloitte has made measurable progress in increasing women in manager roles. The lesson here is to combine personal development with systemic process reforms to address the broken rung effectively.
Google Bias Interruption in Promotion Committees
Google has revamped its promotion review process by training committee members to recognize and counteract unconscious bias, focusing on the first managerial promotion stage. They also use structured evaluation criteria that emphasize impact and potential over traditional metrics. This demonstrates how revising evaluation frameworks can dismantle hidden barriers associated with the broken rung.
Johnson Johnson Early Career Acceleration Programs
Johnson & Johnson offers accelerated career development programs aimed at women early in their careers, with clear milestones for progression and extensive feedback. They also provide networking and peer support to maintain motivation. The key takeaway is that structured early career interventions can proactively prevent the broken rung from appearing in the first place.
IBM Flexible Career Pathways
IBM addresses the broken rung by creating flexible and non-linear career paths allowing women to balance work-life demands without derailing promotion opportunities. This approach acknowledges diverse life circumstances and ensures talent retention. We learn that flexibility and alternative advancement routes are vital to sustaining early career momentum for women.
EY Ernst Young Transparent Promotion Criteria
EY has implemented clear, communicated promotion guidelines that demystify what is needed to progress to manager roles. Coupled with regular career conversations and manager training on development conversations, EY reduces ambiguity that disproportionately affects women. EY teaches us that clarity and communication in promotion criteria are essential to fixing the broken rung.
Airbnb Culture of Psychological Safety
Airbnb fosters a culture where employees feel safe to express ambitions and concerns, encouraging women to seek promotions without fear of backlash or bias. Leadership openly discusses the broken rung and commits to addressing it through inclusive dialogue and policy changes. From Airbnb, we learn that cultivating psychological safety is foundational for women to step confidently into leadership positions.
What else to take into account
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