Companies lay the groundwork for building a female talent pipeline through promotions and hiring.
Compared with their overall share of employees, men are promoted more than women. With 39% of the total average workforce in the sample being female, only 37% of promotions go to women. However, the share of women being promoted is higher than the share of women currently in management (30%), which means promotions help growing the female talent pipeline.
At the same time, at 37%, the share of female promotions is clearly lower than the share of women in non-management (47%), which shows that the talent pool in non-management is not utilized well.
In management positions, hiring trends slightly contribute to increasing the share of women: 36% of new hires are women compared to 30% already employed in management positions.
However, women are less likely to be hired into management roles compared to their overall share in the workforce. Thus, the same trend holds for management hires and promotions: They contribute to increasing the share of women in management, but the diverse talent pipeline remains underutilized.