We believe that creating a truly inclusive workforce means supporting every step of the employee journey - not just hiring diversely, but ensuring fair career progression for all.
That’s why we’re talking about the “broken rung” - the often-overlooked gap in the career advancement pipeline that affects so many women and underrepresented groups.
Recent research by McKinsey & Company highlights a pressing truth: the biggest obstacle to gender parity in leadership happens early on - at the very first promotion from entry-level to manager.
What Is the 'Broken Rung' in Career Progression?
The broken rung refers to the lack of early promotion opportunities for women and minority professionals into their first management roles.
According to McKinsey’s Women in the Workplace 2024 report:
For every 100 men promoted to manager, only 81 women are promoted.
The gap is even wider for women of colour, who face double barriers due to both gender and race.
Without this first critical promotion, it’s significantly harder for diverse talent to move into senior leadership - delaying or derailing potential altogether.
Why Fixing the Broken Rung Matters for DE&I and Business Growth
Diversity, Equity, and Inclusion (DE&I) aren’t just social initiatives - they’re strategic priorities. When organisations fail to support early promotions equitably, they lose out on future leaders, diverse thinkers, and innovation drivers.
Progress at senior levels is happening - women now represent 29% of C-suite executives, compared to 17% in 2015. But representation at the manager level is still only 39%, which creates a bottleneck for future growth.
At Outsource UK, we know that equity needs to start at the first rung. Fixing this issue unlocks:
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A stronger leadership pipeline
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More inclusive decision-making
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Higher employee engagement and retention
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Increased business performance and innovation
How Businesses Can Fix the Broken Rung
Here’s how companies can build a more inclusive and equitable leadership path from day one:
1. Analyse Your Promotion Data
Track who’s getting promoted and who’s not - look beyond performance and ask: are opportunities fairly distributed across all demographics?
2. Standardise Promotion Criteria
Use clear, consistent, and skills-based benchmarks to remove bias. This levels the playing field for quieter talent and underrepresented individuals.
3. Invest in Early-Career Development
Offer leadership training, mentoring programmes, and stretch assignments specifically aimed at first-time managers from underrepresented backgrounds.
4. Embed Accountability in Leadership
Tie inclusive promotion goals to KPIs and performance reviews for senior leaders and hiring managers. What gets measured gets managed.
5. Foster Inclusive Workplace Culture
A culture of psychological safety, empathy, and allyship encourages individuals to step forward, ask for progression, and be recognised for their work.
What Outsource UK Is Doing to Tackle the Broken Rung
We’re proud to say that inclusive career development is part of our DNA. From recruitment and onboarding to leadership growth, we make sure every person has access to the tools, support, and opportunities they need to thrive.
Whether it's through our Diversity & Inclusion Ambassador network, targeted mentoring, or leadership accountability frameworks, we’re building workplaces that reflect the richness of talent out there.
Because when you fix the broken rung, you don’t just support individuals - you strengthen the entire business.
Final Thoughts: Inclusive Progression Benefits Everyone
The future of work depends on equity. Fixing the broken rung ensures that career progression is based on potential and performance, not privilege or bias.
At Outsource UK, we’re committed to doing the work and encouraging others to do the same.
This blog was inspired by McKinsey & Company’s insights: “Overcoming the Broken Rung” and “Women in the Workplace 2024”.
