Black Women Face Over 30% Lower Promotion Rates than White Men
42% of Black women report not being offered a promotion by their current employers - 31% more than their male counterparts. While a further 1 in 5 Black women also express uncertainty about the necessary steps to a promotion.
The survey, which included responses from 6,000+ professionals across North America, highlighted the challenges faced by Black women surrounding career advancement - including systemic disparities that contribute to unequal compensation and hinder growth.
It also revealed that just 14% of Black professionals currently occupy Director or board-level roles in Canada, with Black women especially, receiving far less support from their employers when it came to progressing to more senior positions.
Shockingly, when it comes to pay, less than a quarter (22%) of Black women report earning over $100k CAD – compared to three fifths (60%) of white men who can command this type of pay.
Coral Bamgboye – Global Head of ED&I at Robert Walters Group comments:
“Our research stresses a pressing need for a more equitable and robust support system for career advancement within organizations. It’s clear that on average, white men are disproportionately represented in senior positions, earn higher salaries, and are more successful in securing pay raises during negotiations.
“We recognize the challenges faced by Black women within Canadian workplaces and believe that more targeted mentorship and support programs need to be introduced to address and combat these disparities head-on and help level the playing field.
“All employees, irrespective of gender or race, should be provided with equal access to information, tools and resources that aid career progression.”
A perceived lack of opportunities is the most common challenge to career advancement for Black women, affecting over 1 in 5. In addition, 75% more Black women than white women or men note a lack of diversity within their organization as another key challenge.
The survey also highlighted how certain professionals have a considerable advantage of progressing through personal exposure to valuable resources. Specifically, +62% more Black women than white men or women do not believe that everybody in their organization can easily access the resources and facilities available.
43% of Black women feel their pay does not accurately reflect the work they do, compared to 26% of white men who feel disappointed by their pay.
Additionally, while 60% of Black women have negotiated a higher salary, they are 67% more likely to have a negative outcome following these negotiations than white men- leading to 1 in 3 feeling underpaid and undervalued for the work they do.
This is even more cause for concern when we consider that one fifth of Black women are currently living paycheck-to-paycheck with no disposable income – 62% more than white men.
"At the heart of organizational success lies a commitment to ED&I. A journey towards a more inclusive workplace begins with data-driven decisions, transparent practices, and an organization-wide commitment. As we measure progress, collect data with transparency, and empower leaders, we pave the way for systemic change."
Make It an Organization-Wide Commitment:
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