Where’s the Damn Ladder?
Why 76% of Women Say They’d Stay If They Saw a Path to Leadership
Let’s play a quick game.
Imagine you’re in an escape room. The timer is ticking, everyone’s panicking, and someone shouts: “There’s a door over there!” But when you get to it… there’s no handle. No key. No instructions. Just an “EXIT” sign, blinking smugly.
That, my friends, is what the leadership journey feels like for most women.
In fact, 76% of women say they’d stay longer at a company if they saw a clear path to leadership. Yes, longer. As in “not Googling jobs under my desk during lunch.”
So, why are we still keeping the damn ladder in a locked closet?
Let’s Start with the Facts (Because We’re Not Making This Up)
This 76% stat isn’t just “something someone’s cousin posted on LinkedIn.” It’s from a FMI & NCCER 2023 survey of women in the construction industry- yes, construction, not the most touchy-feely sector- who said they’d stay longer if clear development opportunities were on the table.
What does that tell us?
That this isn't a fluffy “nice-to-have” thing. It's foundational. Women want careers, not mazes. They’re not asking for shortcuts. Just a visible, viable way forward.
The Broken Rung: It’s Not a Ladder, It’s a Trampoline… For Men
According to McKinsey’s Women in the Workplace 2023 report, for every 100 men promoted to manager, only 87 women are. And for women of color? Just 73.
Let that sink in.
We’re not starting on the same step. And the higher you look? The fewer women you see. Which is kind of like being told you can become an astronaut… and then being handed a ladder that ends halfway to the shuttle.
This phenomenon has a name: the broken rung.It’s not a pipeline issue. It’s a promotion problem.
What Does a “Clear Path” Even Look Like?
Let’s not over-complicate it. A clear path to leadership isn’t some mystical HR scroll sealed with a dragon stamp. It’s basic transparency and support.
Here’s what women say they need:
Transparent criteria. Not “just keep doing a good job” but “here’s exactly what you need to do to get promoted.”
Role models. Leaders who look like them and have stories they can relate to.
Sponsorship. Not just someone who gives advice, but someone who drops your name in the rooms you’re not in.
Development beyond the basics. We’re not talking “how to write an email” training. Think leading a cross-functional team, negotiating at the executive table, or handling conflict without punching the air.
According to a KPMG Women’s Leadership study, 67% of women said they need more support building confidence to feel like leaders. And no, telling someone to “just believe in themselves” doesn’t count as support.
Let’s Talk Retention (Because Replacing People Is Expensive)
According to SHRM and TalentLMS, 76% of employees say they are more likely to stay at a company that offers continuous learning and development.
So when you wonder why your top talent is ghosting you like a bad Hinge date, ask yourself: Are you giving them a reason to grow here, or just more busy work?
Here’s what happens when career progression is as clear as mud:
Problem | Impact |
No clear criteria | People get frustrated and leave |
No visible role models | Women stop picturing themselves in charge |
No sponsorship | High potential never becomes high impact |
Weak development programs | Confidence and skills stay stuck |
This isn’t a nice-to-solve problem. This is a culture-defining, bottom-line-affecting issue.
Want to Fix It? Try These 5 Tactical (and Totally Doable) Moves:
Break Down the Data
Audit your promotion rates by gender, role, and level. The numbers don’t lie- but they might sting a little.
Make the Criteria Visible
Turn the promotion path into something tangible. Think checklist, not abstract vibes.
Train for the Job Before It’s Offered
Give women the tools to lead now- not after they magically “prove” themselves in silence.
Match Sponsors, Not Just Mentors
Mentors are great. Sponsors are game-changers. They advocate for you behind closed doors. That’s where it matters.
Celebrate Wins Out Loud
Promoted someone? Let the whole company know. Normalizing female leadership starts with visibility.
Careers as Cooking Shows
Let’s talk about that soufflé.
Imagine asking someone to bake a perfect soufflé……but you don’t give them a recipe. Or the ingredients. Or an oven. And then when it falls flat, you say: “Ugh, maybe you’re just not cut out for this.”
That’s what it feels like to be passed over for leadership without ever being told what success looks like.
We wouldn’t judge a chef without a kitchen. So why are we judging potential leaders without a roadmap?
Women are ambitious.
Talented.
Ready.
They’re not walking away because they can’t handle leadership. They’re walking away because leadership is playing hard to get.
Want to keep top talent? Give them a map. Give them training. And for the love of Beyoncé, show them the damn ladder.
