Most white employees in the US see themselves as allies to women of color. Less than half of white employees are educating themselves about the experiences of women of color or consistently giving credit to women of color for their work and ideas. mckinsey.com/featured-insig…
Women’s representation has increased across the pipeline since 2016. However, women—especially women of color—remain significantly underrepresented in leadership 
Women of color lose ground at every step. Representation of women of color falls off relative to white men, white women, and men of color at every step in the corporate pipeline, leaving them severely underrepresented at the top
Women continue to face a broken rung at the 1st step up to manager: for every 100 men promoted to manager, only 86 women are promoted. As a result, men outnumber women significantly at the manager level, which means that there are far fewer women to promote to higher levels.
Women of color continue to have a worse experience at work. Even after a year of increased focus on DEI and racial equity in corporate America, women of color continue to face significant bias and discrimination at work. Women of color face a wider range of microaggressions.
Allyship from more privileged colleagues can make a big difference in the experiences of women of color: when women of color feel like they have strong allies at work, they are happier in their jobs, less likely to be burned out, & less likely to consider leaving their companies.
Companies still have work to do to create a culture that fully embraces and leverages diversity. HR leaders say that two things are critical to this effort: senior-level sponsorship and high employee engagement. Senior leaders need to fully and publicly support DEI efforts.
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