Monica Torres is a senior work/life reporter for HuffPost who writes about the workplace, management trends, career anxieties and the future of jobs. She is based in New York. She is a 2016 member of Poynter's Diversity in Digital Leadership class and is Williams College's 2013 Jones Fellowship in Journalism recipient.
For every 100 men promoted, only 76 Latinas and 54 Black women would get that same opportunity, a study found.
The main culprit to this “broken rung” in the career ladder? It’s what known as a “performance bias.”Under a performance bias, men get promoted more because of their future potential, while women get judged on their past accomplishments and have their leadership potential doubted.
Feminist career coach Cynthia Pong told HuffPost it’s because in tough financial times, companies often operate under a scarcity mindset and might see women of colour as a bigger “risk” to promote when they are underrepresented in leadership. “It’s even more frustrating and infuriating ... when you see that there is a pathway for others, but not for you. Because the injustice of it makes your blood boil,” Pong said.This should not be on women and women of colour to fix. Employers should proactively take steps to make a clear promotion path for all.
For companies to be part of the solution, employers should be more transparent about how managerial promotions happen. “I’ve seen people that got promoted to this where they are also doing the same amount as I was, but I was doing A, B and C. Help me understand,” is the kind of assertive framing you can use to ask more questions, Cartas said.
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