Parity.Org is the leading impact organization unlocking diversity in leadership, where the gap is the widest. We’ve helped hundreds of companies worldwide–from Airbnb to Nasdaq to Ralph Lauren to Best Buy and beyond–quickly level the playing field to ensure that all employees have a shot at success.
While many organizations have been working on leadership diversity for decades (with slow or negligible progress), our uniquely pragmatic approach works, and works fast. Organizations that take our ParityPLEDGE and implement the best practices outlined in our ParityMODELs find that diversity follows as a matter of course–no quotas or deadlines needed.
Because when the playing field is truly level, it’s anyone’s game.
To increase representation of women and people of color in organizational leadership,
where the gap is the widest.
The Representation Gap
Although white men represent just 38% of the workforce, they hold 61% of C-Suite positions, and 85% of Board positions at large and mid-sized companies.
McKinsey 2022 & EOEC 2020
The Perception Gap
Women and people of color are consistently perceived as having less “leadership potential” than their peers–even when they are outperforming those exact same colleagues on evaluations of current performance.
Yale Insights 2021
The Access Gap
Minority job applicants are far less likely to get interviews when it is apparent on their resumes that they are people of color. Companies are more than twice as likely to contact them when they have “whitened” their resumes–and this is true even at companies that claim to value diversity.
The Pay Gap
Just 3 years after graduation, 75% of men are paid more than their female classmates from the exact same programs at the exact same universities. Men with Georgetown accounting degrees, for example, make $155K three years post-graduation–a whopping 55% more than their female classmates. Similarly, Black and Hispanic workers earn less on average than their white peers of the same education level; Black workers with advanced degrees, for instance, earn 18% less.
The Wall Street Journal 2022 & Economic Policy Institute 2019
The Exposure Gap
Women and people of color are more likely than white men to be assigned office “housework” tasks as opposed to the more high-profile assignments that tend to fuel career advancement. And fewer than a third of Black professionals say that they have access to senior leaders at work, compared to nearly half of white professionals.
Harvard Business Review 2018 & Coqual 2020
The Advancement Gap
For every 100 men who are
promoted from entry-level to manager, just 87 women are promoted, and just 82 women of color. As a result, men significantly outnumber women at the managerial level, creating an unbalanced candidate slate when senior leadership positions become available. To make matters worse, when there is only one woman on a slate of four finalist job candidates, the woman statistically has a 0% chance of landing the job. (Yes, you read that correctly.)
McKinsey 2022 & Harvard 2016
Companies with diverse management teams generate an average of 45% of their revenue from innovation, compared to just 26% of revenue from those lacking diverse leadership.
Boston Consulting Group 2018
Companies with ethnically and culturally diverse leadership teams are 35% more likely to see above-average profits, and those with diverse Boards are 43% more likely to see above-average profits.
Companies with 30% female leadership enjoy a 15% boost in profitability compared to similar companies with no female leadership. Having three or more women on the Board is correlated with a +10% Return on Equity (ROE).
Peterson Institute 2016 & MSCI 2017