In recent years, women’s representation in corporate America has seen modest gains. According to McKinsey & Company’s “Women in the Workplace 2024” report, women’s representation at the entry level rose from 45% in 2015 to 48% in 2024, and in manager roles, from 37% to 39% over the same period. However, despite these improvements, women—particularly women of color—remain underrepresented in leadership positions, with only about 30% of C-suite leaders being women.
Lately, a notable shift has occurred in corporate commitments to diversity, equity, and inclusion (DEI). As recent headlines and surveys reveal – while 65% of companies plan to maintain their DEI budgets in 2025, 8% intend to reduce funding, and 5% have already eliminated their programs. These decisions are influenced by factors such as political climate changes, economic pressures, and challenges in measuring return on investment.
Unfortunately, the reduction in DEI initiatives poses a risk to the progress made in advancing women’s roles in the workplace. Without sustained support, the modest gains achieved over the past decade could stagnate or even reverse, underscoring the need for continued investment in DEI efforts to promote gender equality and inclusivity.