“ You can’ t manage what you don’ t measure,” Sheri says,“ and most companies are still treating gender parity as an aspiration rather than a KPI. Diversity shouldn’ t be a dirty word or politicised. It is a discipline of ensuring that the voices shaping the world’ s agenda are as varied as the world itself.”
When the lens widens to include women of colour, the picture deteriorates further. For every 100 men promoted to manager, only 74 women of colour make that same step, compared to 93 women overall. For Black women specifically, that number has fallen to 60. Women of colour hold just 7 % of C-suite positions and the pay disparities only further the picture: Black women earn 66 cents and Latinas 58 cents for every dollar paid to white men.
“ When we talk about the 48-year timeline to parity, we need to be clear-eyed that for women of colour, the timeline is even longer and the structural barriers are compounded,” Sheri says.“ Not just glass ceilings, but systemic barriers.”
For Sheri, the solution lies in making the sponsorship of women a leadership performance metric, redesigning the pathway to senior leadership so it no longer demands 24 / 7 availability that penalises those carrying caregiving responsibilities, and requires those who hold power to actively redistribute opportunity.
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