2025年职场女性（英）2025

About the Study Women in the Workplace is the largest study on the state of women in corporate America.1Over the past 11 years, more than 1,000 companies and almost 500,000 employees have participated. For thisreport, we collected information from 124 organizations employing approximately 3 million people,surveyed 9,500 employees, and conducted interviews with 62 HR leaders. In 2015, LeanIn.Org and Introduction 17 23 Conclusion Corporate America risks rolling backprogress for women This year, only half of companies are prioritizing women’s career advancement, part of aseveral-year trend in declining commitment to gender diversity.2And for the first time, there isa notable ambition gap: women are less interested in being promoted than men. When women receive the same career support that men do, this gap in ambition to advancefalls away. Yet women at both ends of the pipeline are still held back by less sponsorship and This is a solvable problem, but it requires a greater investment in women’s careers at a timewhen a number of companies may be deprioritizing them. Some have already scaled backprograms beneficial to women like remote work, formal sponsorship, and targeted career Corporate America has made real progress in women’s representation over the pastdecade—and companies that prioritize gender diversity see bigger gains. For companies thatlost focus this year, 2026 should be the year of recommitting to women in the workplace. PART 1 Employee Women still face an uneven playing field, with lesscareer support and fewer opportunities to advance. Women get less of the sponsorship that opens doors Multiple sponsors—and sponsors in leadership—have even more impact.When employees have senior-level sponsors, theyare more likely to have been promoted in the last two years than employees with sponsors at lower levels. And when employees have multiple sponsors, they are over twice as likely to be promoted than employees without.9 Entry-level women miss out on key opportunities Even when they aren’t formal sponsors or managers, senior colleagues can play a pivotal role inhelping early career employees advance.11Yet entry-level women are less likely than men to receivethis kind of critical support. … And are less likely to receive promotions Entry-level women are less likely than men to bepromoted within the entry level. In addition, theyface a “broken rung” at the first major promotionfrom entry level to manager—a pattern that has Entry-level women may be limited by lessexposure to AI.Only 21% of entry-level womenare encouraged by their manager to use AI,compared to 33% of men at the same level— and there is a strong link between using AI andfeeling optimistic about its impact.14Perhaps as a A CLOSER LOOK Asian women face barriers to advancing At mid-career, Asian women receive notably less support from senior colleaguesthan other women at their level. And the same trend holds for day-to-day managersupport: mid-level Asian women are less likely to have a manager who regularly These factors likely have a concrete impact on their career advancement: acrossfive years of pipeline data, Asian women are less likely than women overall to Some mid-level Asian women miss out on keycareer supports entirely.Half of mid-careerAsian women say that no one in leadership hasconnected them to helpful contacts, put themforward for promotion, or recommended them Bias still impacts Asian women.Research shows Asian women are often held back by biased assumptionsthat they lack the assertiveness needed for senior roles. And when Asian women do act assertively, they canface pushback because they are defying expectations. This double bind—being judged whether they speak Senior-level women get less fundamental career support Women in leadership get less consistent support from their managers across a rangeof actions. Since managers are key to employees’ advancement, these disparities maylimit women’s opportunities at the top.22 … And are less likely to receive training opportunities Women at senior levels miss out on valuabletraining. Men at their level are far more likely tobe offered the chance to participate in leadership Women are highly motivated—but less likely to Women and men at all levels are very committed to their jobs. But there is a notable gap indesire to advance this year: 80 percent of women want to be promoted to the next level, Latinas stand out for wanting to advance.Nearly 9 in 10 Latinas want tobe promoted to the next level, more than any other group of women.28 A CLOSER LOOKA CLOSER LOOK Unpacking this year’s ambition gap At this unique moment of change and uncertainty in the workplace, there arelikely many factors getting in the way of women’s ambitions to advance. Here’s what Young women are particularlyambitious.At the entry level,women under 30 are moreinterested in being promotedthan young men. But foremployees who are over 40and still at the entry level,there is a wide gap: