Women in the Workplace 2025 report - Key Insights from New National Data — and What They Mean for Hawaiʻi

December 2025

Source: Lean In & McKinsey & Company (2025)

The Women in the Workplace 2025 report — the largest longitudinal study on women in corporate America — draws on data from 124 organizations, nearly 3 million employees, and thousands of worker surveys to assess the state of gender equity at work.

This year’s findings signal a critical moment: progress for women is slowing, and in some areas, at risk of reversing, even as the solutions for advancing women are well-documented and within reach.

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Many companies are overlooking women—and at a moment when resilient workforce systems matter more than ever, this is a call to renew attention to the talent, leadership, and potential women bring to our workplaces.

Below are five key insights from the report that reflect national trends with real relevance for Hawaiʻi’s workforce systems, and highlight where thoughtful, intentional investment can help open doors to opportunity and advancement for women.

KEY INSIGHTS

• 1. Commitment to women’s advancement is declining

  Only about half of companies now say women’s career advancement is a high priority — a continued drop over several years. Companies that do maintain focus see stronger gains in representation and retention..

• 2. The “broken rung” persists at the first promotion

  For the 11th year in a row, women are less likely than men to be promoted from entry level to manager. This early gap compounds over time and disproportionately impacts women of color.

• 3. Sponsorship — not just mentorship — remains a major barrier

  Women, especially at entry level, are far less likely to have sponsors who actively advocate for promotions, stretch assignments, and visibility. Senior-level sponsorship makes a measurable difference in advancement outcomes.

• 4. A new ambition gap reflects unequal support, not lack of motivation

  Women remain highly committed to their work, yet are now less likely than men to want a promotion. The data shows this gap disappears when women receive the same level of career support and manager advocacy.

• 5. Burnout and job insecurity are hitting women leaders hardest

  Senior-level women report the highest burnout levels in five years, with Black women leaders experiencing especially high strain — raising concerns about retention and leadership sustainability.

What This Means for Hawaiʻi

For Hawaiʻi’s workforce ecosystem — where job quality, family stability, and community well-being are deeply interconnected — these findings reinforce the need to:

• Strengthen early-career pathways and promotion transparency

• Equip managers and employers to support worker growth consistently

• Invest in sponsorship and career navigation, not just training

• Address burnout and retention as workforce system challenges

• Keep equity-centered practices a priority, even during economic uncertainty

Advancing women at work is not a “nice to have” — it is foundational to building a resilient, inclusive, and future-ready workforce for Hawaiʻi.