By Dr. Michele D’Amico

When we talk about gender equity in leadership, our focus often jumps straight to the glass ceiling. But for many women, the barrier comes far earlier—at the very first step into management. It’s not the ceiling that stops them. It’s the floor that gives out beneath them.

This early obstruction is what researchers have called “the broken rung.” According to the 2019 Women in the Workplace report by McKinsey & Company and LeanIn.Org, for every 100 men promoted to manager, only 87 women are. The gap is even wider for women of color. It’s a critical tipping point that has long-term ripple effects on leadership pipelines and career trajectories.

If we want more women in positions of power, we can’t just aim for the top—we have to repair the foundation.

It Doesn’t Always Look Like Discrimination

The broken rung rarely announces itself. It’s subtle. It shows up in who gets assigned the high-visibility projects or who’s encouraged to speak up—and who isn’t. It looks like vague feedback, missed promotions, and being “almost ready” while others are given the benefit of the doubt.

Many women internalize this as a personal failure. But the data tells a different story: ambition isn’t the issue. Opportunity is.

Allyship as a Tool for Systemic Repair

Allyship is more than a buzzword. When practiced with intention, it becomes one of the most powerful ways to counteract imbalance.

This includes:

• Mentorship that provides guidance and insight into unwritten rules of advancement.
• Sponsorship that actively advocates for women in key decision-making spaces.
• Courageous feedback that surfaces bias and re-centers fairness.
• Creating safe environments where women can speak honestly and be heard without repercussion.

True allyship means leveraging your influence to shift access, not just attitudes. It’s not just good ethics—it’s smart leadership.

It Takes More Than Women to Move the Needle

Women have long been supporting one another through informal networks, peer mentoring, and behind-the-scenes advocacy. But expecting women to fix the systemic problems that disadvantage them is neither fair nor effective.

We need partnership across genders, generations, and identities. That means men speaking up in rooms where women’s voices are missing. It means white women advocating for women of color. It means those with power using it with precision and purpose.

Equity isn’t a solo project—it’s a shared responsibility.

From Intentions to Infrastructure

If organizations want to rebuild the ladder, they must go beyond performative efforts and invest in structural change:

• Clear and measurable promotion pathways so advancement isn’t left to assumption or ambiguity.
• Bias disruption training that focuses on behavior change, not just awareness.
• Formal sponsorship programs that give high-potential women access to senior-level decision-makers.
• Data transparency around hiring, retention, and advancement—because what gets tracked gets changed.

Everyday Acts That Create Change

You don’t need a leadership title to be part of the solution. You can:

• Amplify women’s ideas in meetings.
• Share your platform and your praise.
• Recommend women for roles they may not yet feel “ready” for.
• Normalize conversations about career growth, mentorship, and pay equity.

And for women navigating these systems—ask boldly, advocate consistently, and support others on the journey.

A Leadership Imperative

The broken rung isn’t just about women being held back—it’s about organizations holding themselves back. When women are underrepresented in management, companies miss out on diverse perspectives, innovation, and more dynamic leadership.

We’re not just fixing a pipeline. We’re building a more equitable culture from the ground up.

Let’s make space for every woman to step forward, step up, and be fully seen—not someday, but today.