March is Women’s History Month—a time to celebrate progress, recognize challenges, and recommit to advancing women in the workforce. As we look at the state of women at work in 2025, one thing is clear: while there has been progress, the fight for equity is far from over. The gains we’ve made in recruitment, leadership representation, and awareness of workplace inequities must be reinforced, or we risk losing critical momentum.
A key issue we continue to see is the “broken rung”—the first step on the corporate ladder where women fall behind in promotions to manager-level roles. According to the latest McKinsey & Lean In Women in the Workplace Report, for every 100 men promoted, only 81 women receive the same opportunity. This disparity compounds over time, making it harder for women to reach leadership positions. Without intervention, the pipeline of women in leadership remains stagnant.
At The Second Shift, we are committed to keeping women in the talent pipeline by providing access to flexible, high-level job opportunities that match their skills and career goals. We work to ensure that companies recognize the business case for retaining mid-career women by offering real pathways to leadership rather than allowing them to be sidelined by outdated systems.
Yet, at a time when corporate focus on DEI is waning, it is critical to stay vigilant. The push for diverse hiring, gender equity, and inclusive leadership is not just a trend—it’s a business imperative. Studies consistently show that diverse teams drive better innovation, stronger performance, and long-term success. Companies must resist the temptation to deprioritize these efforts and instead double down on making workplaces more equitable. Progress doesn’t happen by accident; it requires commitment, action, and accountability.
Stay engaged, stay ambitious, and let’s keep the momentum going.
Jenny and Gina and The Second Shift Team