Lean In CEO Addresses the Persistent Broken Rung Barrier
Bridget Griswold highlights how early career promotion gaps hinder women's long-term leadership potential.
1The Broken Rung Challenge
Lean In CEO Bridget Griswold identifies the broken rung as a critical barrier for women early in their professional journeys. This issue specifically refers to the difficulty of securing the first promotion from entry-level roles to management positions. Failing to clear this initial hurdle creates long-term career setbacks that are difficult to overcome.
2Quantifying the Promotion Gap
Data from 2025 reveals a stark disparity in advancement opportunities between genders. For every 100 entry-level men promoted to manager, only 93 women receive the same advancement. While this gap may appear numerically small, it triggers a significant domino effect that limits female representation in senior leadership roles across the entire country.
3Regression in Diversity Progress
Progress toward equity has proven fragile without sustained corporate commitment. In 2021, nine out of ten companies prioritized diversity, which briefly helped close the gap for Black women. However, momentum has stalled, and by 2025, the ratio dropped to only 60 Black women promoted for every 100 men, indicating a concerning downward trend.
4Leadership Through New Perspectives
Bridget Griswold’s appointment as CEO of Lean In marks a rare instance of a Gen Z leader heading a major nonprofit. Appointed by founder Sheryl Sandberg after a tenure as a Meta product manager, Griswold views her youth as a strategic asset. She leverages her team's domain expertise while maintaining a fearless leadership approach.
5Confronting Gendered Double Standards
Griswold’s rapid ascent to the CEO role faced public scrutiny regarding her age and experience level. She notes that young men in high-profile positions rarely face similar questioning. By challenging these double standards, she aims to normalize the presence of young women in executive roles, transforming them from rare exceptions into standard occurrences.
6Systemic Barriers to Advancement
The underrepresentation of women at the top of corporate hierarchies is directly linked to these early-career failures. Griswold emphasizes that fixing the broken rung at the bottom is a prerequisite for achieving gender parity in executive suites. Without addressing this foundational promotion gap, broader organizational diversity goals remain largely unattainable for most firms.
7The Necessity of Sustained Effort
Corporate diversity initiatives often suffer from a lack of long-term consistency. While initial efforts in 2021 showed promise, the subsequent decline in promotion rates for Black women highlights the danger of treating equity as a temporary project. Organizations must maintain rigorous, ongoing focus to prevent hard-won progress from eroding over time.
8Redefining Future Leadership Norms
The ultimate goal for Lean In is to reach a point where women in major leadership roles are no longer considered surprising. Griswold’s career trajectory serves as a case study for breaking traditional molds. By systematically removing barriers at the entry level, companies can foster a pipeline that supports diverse, capable future leaders.
Original article: Fortune | FORTUNE — Lean In CEO Addresses the Persistent Broken Rung Barrier