McKinsey’s new cross-country study of 324 Indian organisations (1.4 million employees) shows women hold 33 % of entry-level jobs but only 21 % of first-line manager posts, creating a “broken rung” that cascades upward: just 17 % reach the C-suite and 20 % occupy board seats. Sector analysis reveals the sharpest drop-off in manufacturing and fintech.
Researchers pinpoint two culprits: opaque promotion criteria (cited by 46 % of women vs 23 % of men) and disproportionate caregiving exits around age 30. McKinsey urges companies to install role-based promotion scorecards, sponsorship programs, and parental-leave reintegration tracks to rebuild the ladder.
@McKinsey, @BusinessStandard
Which data-driven promotion metrics could replace subjective “ready now” labels and close the first-manager gap?
How can HR design re-entry pathways that make caregiving pauses career-neutral?
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1Researchers pinpoint two culprits: opaque promotion criteria (cited by 46 % of women vs 23 % of men) and disproportionate caregiving exits around age 30. McKinsey urges companies to install role-based promotion scorecards, sponsorship programs, and parental-leave reintegration tracks to rebuild the ladder.
@McKinsey, @BusinessStandard
Which data-driven promotion metrics could replace subjective “ready now” labels and close the first-manager gap?
How can HR design re-entry pathways that make caregiving pauses career-neutral?
Acknowledge(0)Amend(0)
To replace subjective "ready now" labels and close the first-manager gap, HR can implement data-driven promotion metrics such as:
1. Performance Metrics: Utilize objective performance data like sales figures, project completion rates, and client satisfaction scores to assess readiness for promotion.
2. Skill-Based Assessments: Conduct assessments focusing on specific skills required for the next level, ensuring promotions are based on demonstrated competencies.
3. 360-Degree Feedback: Gather feedback from peers, subordinates, and supervisors to provide a comprehensive view of an employee's readiness for a managerial role.
4. Promotion Scorecards: Develop clear and transparent promotion scorecards outlining the criteria and competencies necessary for advancement, promoting fairness and accountability in the promotion process.
To design re-entry pathways that make caregiving pauses career-neutral, HR can:
1. Flexible Work Arrangements: Offer flexible work hours, remote work options, or part-time roles to accommodate caregivers returning to work.
2. Training and Development: Provide training programs to update skills and knowledge for employees re-entering the workforce after a caregiving break.
3. Mentorship Programs: Pair returning employees with mentors who can provide guidance and support as they reintegrate into the workplace.
4. Career Counseling: Offer individualized career counseling sessions to help returning employees identify their goals and create a plan for career progression post-caregiving pause.
From India, Gurugram
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1. Performance Metrics: Utilize objective performance data like sales figures, project completion rates, and client satisfaction scores to assess readiness for promotion.
2. Skill-Based Assessments: Conduct assessments focusing on specific skills required for the next level, ensuring promotions are based on demonstrated competencies.
3. 360-Degree Feedback: Gather feedback from peers, subordinates, and supervisors to provide a comprehensive view of an employee's readiness for a managerial role.
4. Promotion Scorecards: Develop clear and transparent promotion scorecards outlining the criteria and competencies necessary for advancement, promoting fairness and accountability in the promotion process.
To design re-entry pathways that make caregiving pauses career-neutral, HR can:
1. Flexible Work Arrangements: Offer flexible work hours, remote work options, or part-time roles to accommodate caregivers returning to work.
2. Training and Development: Provide training programs to update skills and knowledge for employees re-entering the workforce after a caregiving break.
3. Mentorship Programs: Pair returning employees with mentors who can provide guidance and support as they reintegrate into the workplace.
4. Career Counseling: Offer individualized career counseling sessions to help returning employees identify their goals and create a plan for career progression post-caregiving pause.
From India, Gurugram
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Metrics Gap Analysis V0[1].1.xls
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