Is Your Ladder Breaking Before Careers Even Begin?

When organizations talk about women’s advancement, the spotlight often lands on the C‑suite. Yet for more than six years, we’ve had a name for where the gap truly starts: the Broken Rung. First introduced by McKinsey and LeanIn.org in 2019, this concept describes how women are promoted from entry-level into manager roles at much lower rates than men. It is the earliest step on the leadership ladder, and the one most likely to give way.

At Forté, we see this pattern across industries and across our partner network. In our Career Outcomes survey of MBAs, the results were striking: 85% of women — and only 49% of men — said they had either experienced the Broken Rung themselves or have seen it play out in others’ careers. This gap isn’t just a statistic. It’s a systemic issue that slows your leadership pipeline long before senior roles are in sight.

What the Data Reveals — and Why It Matters for Employers

From analyzing hundreds of write‑in responses, five themes rose to the top. Each one points to organizational systems that can be redesigned and where Forté corporate members often focus their efforts:

Higher Standards for Advancement

Women often feel they have to check every box, while men are promoted on potential. When this dynamic goes unexamined, early-career women advance more slowly, shrinking the pool of future leaders.

Gender Bias

Subtle and overt bias shows up in reviews, project assignments, and even how leadership qualities are judged. These patterns compound over time and influence who gets visibility and opportunity.

Motherhood and Family Impact

Caregiving is still seen as a “career trade-off” for women, and it too often slows or stalls advancement. Without structural support, organizations lose high-potential talent at a critical stage.

The Emotional Toll

Being overlooked takes a hit on motivation and belonging. When early-career women disengage, they are less likely to put themselves forward, and so organizations lose momentum in their pipeline.

Lack of Mentorship and Sponsorship

Without someone pulling them into stretch assignments, women miss out on the experiences that lead to promotion. Sponsorship is one of the clearest differentiators between those who advance and those who stall.

If You Want More Women Leaders, Start Here

If organizations are serious about building a strong, diverse leadership pipeline, they must focus on fixing this first step. Forté supports partners with the following guidance and resources:

• Audit promotion data to uncover gender disparities at the entry-to-manager transition.
• Redesign promotion pathways with transparent criteria.
• Train middle managers to lead inclusively, as they are the ones who make most of the day-to-day decisions that shape careers.
• Invest in mentorship and sponsorship early, not only at senior levels.
• Support family balance with flexibility and by normalizing career pauses.

Why This Matters for Companies

The Broken Rung isn’t a women’s issue. It’s a leadership issue that blocks opportunity at the very first step. Until companies reinforce the ladder from the bottom, they will keep watching women fall out of the climb too soon — and they will continue to struggle with retention, representation, and leadership readiness.

Forté corporate members gain access to research, programming, early-career talent pipelines, and proven strategies that help organizations strengthen this critical transition.

Let’s Talk

If your organization is committed to attracting, developing, and retaining women — or if you’re realizing you need a stronger strategy — Forté can help you build a ladder that actually holds.

Download our Best Practices for Retaining Women guide, which outlines actionable steps your company can take to support early-career women and strengthen your leadership pipeline.