#Minda Hart's

[coochiequeens]

This is why accurate information about sex and race is important. A study just gave a name to another way businesses pass over women for promotions and how women of color are impacted at greater rates.

Forget The Glass Ceiling, 'The Broken Rung' Is Why Women Are Denied Promotions

A new study finds Black women and Latinas in particular are the least likely to get that first promotion — and it’s not because they’re not asking for it.

by Monica Torres

Getting your first promotion into management is a huge achievement in your career. But a new study from consulting firm McKinsey & Co. and nonprofit Lean In shows it’s an opportunity that is not equally afforded to everyone. 

According to the study, which used pipeline data from 276 companies in the private, public and social sectors, women ― and women of color, in particular ― are the least likely demographic to get promoted from entry-level to first-time manager. 

For every 100 men promoted from entry-level contributor to manager in the survey, only 87 women got promoted. And this gap gets wider for women of color: This year, while 91 white women were promoted to manager for every 100 men, only 89 Asian women, 76 Latinas and 54 Black women would get that same opportunity. 

“As a result of this broken rung, women fall behind and can’t catch up,” the study states.

It’s not because those women were not asking for it ― the study found that the women were asking for promotions at the same rate as their male peers. And it’s not because these women did not stick around long enough to be considered for the job ― the study found that they were no more likely to leave their company than their male peers. 

The main culprit to this “broken rung” in the career ladder? It’s what known as a “performance bias.”

Why women deal with the “broken rung” phenomenon.

Under a performance bias, men get promoted more because of their future potential, while women get judged on their past accomplishments and have their leadership potential doubted.

“Because women early in their careers have shorter track records and similar work experiences relative to their men peers, performance bias can especially disadvantage them at the first promotion to manager,” according to the study. 

This research aligns with the “prove-it-again bias” studies have found women face throughout their career: where they do more work in order to be seen as equally competent to their male peers. 

As for why it’s hardest for women of color to make that first leap into management? Workplace consultant Minda Harts, author of “The Memo: What Women of Color Need to Know to Secure a Seat at the Table,” said it’s because systemic biases and stereotypes cause women of color to be less trusted for the job. 

“This lack of trust can manifest in several ways, such as doubts about competence, commitment or ‘fit’ within a leadership role,” Harts told HuffPost. “When senior leadership is predominantly male and white, an unconscious bias might lead them to trust individuals who mirror their own experiences or backgrounds ... As a result, women of color may be disproportionately overlooked for promotions.”

The McKinsey study found that women of color surveyed this year were even less likely to become first-time managers in 2023 than they were in 2022.

Feminist career coach Cynthia Pong told HuffPost it’s because in tough financial times, companies often operate under a scarcity mindset and might see women of color as a bigger “risk” to promote when they are underrepresented in leadership. 

“We just had to go through layoffs, and we only have three [manager roles]. You can easily see how in times like that, it would just end up replicating these systems where we only trust and only give the benefit of the doubt to certain folks,” Pong said. “And it’s not going to be women of color.” 

That sends a dispiriting message to people who watch their peers advance while they get told they are still not ready.

“It’s even more frustrating and infuriating ... when you see that there is a pathway for others, but not for you. Because the injustice of it makes your blood boil,” Pong said.  

This should not be on women and women of color to fix. Employers should proactively take steps to make a clear promotion path for all. 

There is a lot of talk about the “glass ceiling” and the barrier women face that prevents them from becoming executives at the top. But this study illustrates that there is a more fundamental problem happening to women early in their career: the systemic bias that prevents women from being seen as a leader who can manage other people. 

“Our success must be something other than a solo sport,” Harts said. “We can’t promote and advance ourselves.”

For companies to be part of the solution, employers should be more transparent about how managerial promotions happen.

“Trust is enhanced when employees understand what is expected of them and what they can expect from their leaders,” Harts said. “This transparency can help mitigate unconscious biases or misconceptions about capabilities or trustworthiness.”

To break down stereotypes and build trust between employees of color and leadership, Harts also recommended companies to implement programs where women of color are paired with sponsors in senior roles. 

What you can do about this as an employee.

If you keep being told vague “no’s” after every promotion request, start asking more questions about what your peers are doing that you are not.

“They’re not going to admit to having a systemic problem. They’re going to say, ‘We just don’t have it in the budget,’” said Elaine Lou Cartas, a business and career coach for women of color. 

“I’ve seen people that got promoted to this where they are also doing the same amount as I was, but I was doing A, B and C. Help me understand,” is the kind of assertive framing you can use to ask more questions, Cartas said.

And if you find the goalpost of promotion metrics keeps moving after your conversation with your manager, that might be the time to start job hunting. 

“Once you already have that conversation, and nothing’s being done, or at least there’s no steps or actions for it to be done in the future, that’s when [you] could start looking,” Cartas said.

Ultimately, one missed promotion may not seem like a huge setback, but it adds up over time with lost wages and earning potential, Pong said. 

“And then that also ripples out generationally to all the families and family units that each woman of color is supporting, and then those to come,” she said. “So it seems like it might be like no big deal to have this person promoted one or two years later. But ... these things really snowball.”

#Glass ceiling #Broken rung #Women in the workplace #Women of color in the workplace #For every 100 men promoted only 89 Asian women 76 Latinas and 54 Black women would get that same opportunity #Prove it again bias #The Memo: What Women of Color Need to Know to Secure a Seat at the Table #Minda Hart's

[lamajaoscura]

#minda harts #glass ceiling #broken rung

[bunnyandbooks]

The Memo: What Women of Color Need to Know to Secure a Seat at the Table by Minda Harts

A career development book by the founder of The Memo, who in turn was inspired to develop her company by her own experiences in the modern American workplace. Chock-full of useful tips and practical reminders, it’s an accessible and fast paced guide to advancing your career so that you can hit an executive level. Some of it will probably already be things you know, but it’s always good to get a reminder on things that bear repeating (the mind does have a good way of filtering out stuff you’d rather not deal with, after all), such as the importance of speaking and engaging with strangers who are part of your industry, i.e. networking. The book also offers some good templates on how to cold email someone or keep in touch, since sometimes getting started is the hardest part. And it offers some helpful links to career development resources like recommended career coaches, conferences, and self assessment tests.

A couple of caveats: the goal of the book assumes you are aiming for the C-suite. I think a lot of the information is pretty applicable to most situations of advancement or even resolving some inter-personal conflicts that may arise at work, but something to keep in mind if your career goals are not in alignment with the goal of attaining an executive title. The book also says it was written for “women of color,” but a lot of the advice is tailored towards black and brown women. Again, I think anyone of any color can learn from this book, but some of the advice won’t necessarily resonate with everyone. Nonetheless, it’s a good entry point for a lot of people, and I wanted to make an entry on this blog for my own reference in case I needed to come back to it at some future point in my career development journey.

#self help #nonfiction #minda harts #career development

[anyx56]

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Lean In for women of color: A no-BS look at the odds stacked against women of color in professional settings, from the wage gap to biases and micro-aggressions, with actionable takeawaysThe Memo is the much-needed career advice guide for women of color specifically, finally ending the one-size-fits-all approach of business books that lump together women across races and overlook the unique barriers to success for women of color. In a charismatic and relatable voice, Minda Harts brings her entrepreneurial experience as CEO of The Memo to the page, as well as her past career life as a fundraising consultant to top colleges across the country. With wit and candor, Harts begins by acknowledging the "ugly truths" that keep women of color from getting the proverbial seat at the table in corporate America: micro-aggressions, systemic racism, white privilege, etc. Harts validates that women aren't making up the discrimination they feel, even if it isn't always overt. From there, she gives

[tumsozluk]

Professor Dolly Chugh's book, "The Person You Mean To Be," is cited

Professor Dolly Chugh’s book, “The Person You Mean To Be,” is cited

Excerpt from Harvard Business Review — “To better understand the experience of women of color in the workplace in particular, see Minda Harts’s The Memo: What Women of Color Need to Know to Secure a Seat at The Table. For an exploration of identity, gender and race, read Jodi Patterson’s The Bold World. And for a more general look at how to lead in an inclusive way, take up Dolly Chugh’s The…

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[zoey71v]

PDF The Memo: What Women of Color Need to Know to Secure a Seat at the Table BY Minda Harts

Download Or Read PDF The Memo: What Women of Color Need to Know to Secure a Seat at the Table - Minda Harts Free Full Pages Online With Audiobook.

  [*] Download PDF Here => The Memo: What Women of Color Need to Know to Secure a Seat at the Table

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[pterryy]

Read PDF The Memo: What Women of Color Need to Know to Secure a Seat at the Table PDF BY Minda Harts

Download Or Read PDF The Memo: What Women of Color Need to Know to Secure a Seat at the Table - Minda Harts Free Full Pages Online With Audiobook.

  [*] Download PDF Here => The Memo: What Women of Color Need to Know to Secure a Seat at the Table

[*] Read PDF Here => The Memo: What Women of Color Need to Know to Secure a Seat at the Table

[stefan14m]

(Download PDF/Epub) The Memo: What Women of Color Need to Know to Secure a Seat at the Table Writen By Minda Harts

 Read PDF The Memo: What Women of Color Need to Know to Secure a Seat at the Table Ebook Online PDF Download and Download PDF The Memo: What Women of Color Need to Know to Secure a Seat at the Table Ebook Online PDF Download.

The Memo: What Women of Color Need to Know to Secure a Seat at the Table

By : Minda Harts

  DOWNLOAD Read Online

 DESCRIPTION : From microaggressions to the wage gap, The Memo empowers women of color with actionable advice on challenges and offers a clear path to success.Most business books provide a one-size-fits-all approach to career advice that overlooks the unique barriers that women of color face. In The Memo, Minda Harts offers a much-needed career guide tailored specifically for women of color.Drawing on knowledge gained from her past career as a fundraising consultant to top colleges across the country, Harts now brings her powerhouse entrepreneurial experience as CEO of The Memo to the page. With wit and candor, she acknowledges "ugly truths" that keep women of color from having a seat at the table in corporate America. Providing straight talk on how to navigate networking, office politics, and money, while showing how to make real change to the system, The Memo offers support and long-overdue advice on how women of color can succeed in their careers.

[daddyslittlebrraatt]

Watch our new episode!

Drunk Girls Bible Study interviews Minda Harts.

https://youtu.be/iB48FRoSVn4

Subscribe our channel for more weekly updates & new episodes!

#Career Revolutionary #American Express Emerging Leader #Minda Harts #Interviews #Drunk Girls Bible Study

[daddys-dirty-slut1229]

Watch our new episode!

Drunk Girls Bible Study interviews Minda Harts.

https://youtu.be/iB48FRoSVn4

Subscribe our channel for more weekly updates & new episodes!

#Womens Bible Study #American Express Emerging Leader #Interviews #Women's Ministry #Minda Harts #Drunk Girls Bible Study

[beefyalphasub]

DRUNK GIRLS BIBLE STUDY Interviews MINDA HARTS, 2018 American Express Emerging Leader

Drunk Girls Bible Study is so doggone proud to interview American Express Emerging Leader, White House "Change Maker", pastor's daughter, and founder of The Memo (the leading organization helping women of color "secure a seat" in business), MINDA HARTS.

She is called to the marketplace helping women in the workforce achieve their dreams equitably. Her new book, The Memo, will be released in the Fall of 2019.

Find The Memo at www.myweeklymemo.com and find Minda at www.mindaharts.com

Watch here, https://youtu.be/iB48FRoSVn4

#Drunk Girls Bible Study #Minda Harts #Career Revolutionary #Womens Bible Study

[lamajaoscura]

#minda harts #diversity in the workplace

[bootwatcher-me]

DRUNK GIRLS BIBLE STUDY Interviews MINDA HARTS, 2018 American Express Emerging Leader

Drunk Girls Bible Study is so doggone proud to interview American Express Emerging Leader, White House "Change Maker", pastor's daughter, and founder of The Memo (the leading organization helping women of color "secure a seat" in business), MINDA HARTS.

She is called to the marketplace helping women in the workforce achieve their dreams equitably. Her new book, The Memo, will be released in the Fall of 2019.

Find The Memo at www.myweeklymemo.com and find Minda at www.mindaharts.com

#Career Revolutionary #American Express Emerging Leader #Minda Harts #Interviews #Women's Ministry

[negative-hart-shots]

Drunk Girls Bible Study is so doggone proud to interview American Express Emerging Leader, White House "Change Maker", pastor's daughter, and founder of The Memo (the leading organization helping women of color "secure a seat" in business), MINDA HARTS.

#Drunk Girls Bible Study #Minda Harts #American Express Emerging Leader #Interviews #Bible Study #Christian

[anyx56]

Read Book The Memo: What Women of Color Need to Know to Secure a Seat at the Table EBOOK BY Minda Harts

Download Or Read PDF The Memo: What Women of Color Need to Know to Secure a Seat at the Table - Minda Harts Free Full Pages Online With Audiobook.

  [*] Download PDF Visit Here => https://best.kindledeals.club/B07VNTPN49

[*] Read PDF Visit Here => https://best.kindledeals.club/B07VNTPN49

Lean In for women of color: A no-BS look at the odds stacked against women of color in professional settings, from the wage gap to biases and micro-aggressions, with actionable takeawaysThe Memo is the much-needed career advice guide for women of color specifically, finally ending the one-size-fits-all approach of business books that lump together women across races and overlook the unique barriers to success for women of color. In a charismatic and relatable voice, Minda Harts brings her entrepreneurial experience as CEO of The Memo to the page, as well as her past career life as a fundraising consultant to top colleges across the country. With wit and candor, Harts begins by acknowledging the "ugly truths" that keep women of color from getting the proverbial seat at the table in corporate America: micro-aggressions, systemic racism, white privilege, etc. Harts validates that women aren't making up the discrimination they feel, even if it isn't always overt. From there, she gives

[tubsinker]

Watch our new episode!

Drunk Girls Bible Study interviews Minda Harts.

https://youtu.be/iB48FRoSVn4

Subscribe our channel for more weekly updates & new episodes!

#Drunk Girls Bible Study #Women's Ministry #Interviews #Minda Harts #American Express Emerging Leader