Lean In CEO Identified Persistent Broken Rung Barrier
CEO Bridget Griswold noted that the first promotion to management remains a significant career obstacle for women.
Updated on Oct. 14, 2026 in Women’s Issues
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Lean In CEO Bridget Griswold has highlighted the broken rung as a persistent challenge that prevents women from securing their first promotion to manager. This career hurdle remains a critical barrier to advancement for women across the workforce.
Why it matters
The broken rung is an entrenched problem that keeps women from catching up in their corporate trajectories. Declining promotion rates, particularly for Black women, indicate that initial diversity efforts have not been sustained.
In 2025, companies promoted 93 women and 60 Black women to manager for every 100 men. These figures follow a 2021 period where 9 out of 10 companies identified diversity as a priority.
The players
Bridget Griswold
She serves as the CEO of the non-profit organization Lean In after being appointed by Sheryl Sandberg.
Lean In
This non-profit organization focuses on empowering women in the workplace and addressing gender equality barriers.
Sheryl Sandberg
She is a business executive who appointed Bridget Griswold to lead the organization Lean In.
The details
Bridget Griswold, CEO of the non-profit organization Lean In, identified this promotion gap at the stage where employees transition from entry-level roles to management. The lack of sustained diversity initiatives since 2021 has contributed to a decline in opportunities for Black women specifically.
Timeline
In 2021, nine out of 10 companies made diversity a priority.
In 2025, promotion rates for women and Black women were recorded.
On October 13, 2026, Griswold spoke at the Most Powerful Women conference.
Culture Shift
This story marks a departure from the 2021 surge in corporate diversity prioritization as promotion rates for women have failed to reach parity. The data highlights a potential stall in the long-term societal trend toward workplace equity.
The persistent broken rung barrier suggests that professionals may need to advocate for clearer promotion pathways within their own organizations. Readers can assess their company's commitment to diversity by examining promotion transparency and mentorship programs.
The takeaway
Career advancement often stalls at the first management level, requiring employees to be proactive about their development. Seek out mentorship and clear promotion criteria to navigate these common organizational hurdles.
Further reading
Learn more about corporate equity challenges in the Women’s Issues section.
Source note: This article includes information reported by Fortune.
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