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Not even in leaps or bounds.

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This Women in the Workplace report analyzed pipeline and HR data from companies in North America that together for more than 13 million workers. It also considered survey responses from more than 64, full-time employees from 81 companies and a few dozen interviews that help bring some of the s to life. For every men promoted to manager-level roles, only 79 women moved up into similar roles.

1. men hold 62% of manager positions to women’s 38% (and it gets worse higher up)

That may not seem like the most profound discrepancy at first glance, but interactions with senior leaders can make a big difference in who stays, who successfully negotiates promotions, and who sets their sights on leadership positions of their own. In other words, fewer interactions can mean fewer opportunities.

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The interns are going to this floor. Women are also nearly twice as likely to report needing to provide more evidence of their competence, and are more likely to have their judgement questioned in their area of expertise and to be the targets of demeaning remarks.

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These experiences add up. Women who experience these slights are three times more likely to consider quitting on a regular basis.

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Not only are women much more likely to be outed, but they also tend to have horrible experiences when they are. They often feel as though they represent an entire group, and that if they fail, the entire group will be judged along with them. In fact, in the last two years, slightly more women than men reported negotiating.

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The vast majority of companies included in this report say that gender diversity is a priority. The report goes on to suggest several strategies companies can use to move the s in the right direction.

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It starts with clearly articulating diversity goals and holding employees formally able for reaching them, especially when it comes to those in positions of power who can model behavior for others. It also means implementing fair hiring and promotion practices that correct for biases, actively working to build an inclusive and respectful culture, and offering flexibility for employees as they manage the demands of work and family.

But remember that there are small things you can do as a manager or colleague like these and this to help push for gender equality at your office, starting today. Stories and advice for Pride Month and beyond .