Parity for Women in Education but Not in the Workplace

Three female McKinsey partners reiterate what is quite obvious to many - despite outperforming men in education for decades, women immediately lose that advantage upon entering the workforce. The statistics show that women are employed at lower numbers than men, are less likely to be promoted, and continue to fall further behind men in management, VP, and C-suite level opportunities. McKinsey wanted to understand why, at the beginning of their careers, are women more qualified than men, but this education does not translate into representation at all levels of the corporate structure. More importantly, what can women do to effect their career trajectory?

Education alone does not equal advancement. Plain and simple - the rest of the equation has to do with skill development. Workers must gain experience on the job and women and men "build experience capital differently." In short, development and training opportunities and in-the-room experiences are not availbale to women at equal rates than men. The McKinsey partners were not interested in exploring the systematic issues that cause the "experience capital" divide, but instead, they offer a detailed list of how women can plot their own path and gain the needed experience and skills to ascend the corporate ladder.

Among the advice given, the partners tell women to start by choing the right employer with the right people - see that the company has a culture of learning, is diverse, competitive, upwardly mobile, etc. They suggesting making "bold moves" in different capacities where learning is required and pay is increased. Contantly stretch your capabilities, be a leader, and create a story of your increased skillset. Of critical importance, they suggest focusing on growth industries and cross-industry opportunities.

See more here: https://hbr.org/2025/03/how-women-can-win-in-the-workplace#