Women are more likely to be told to display "more confidence" and to get "more experience" by their managers if they want promotions, with new research showing almost 60 per cent of men were promoted twice or more in the past five years compared with only 41 per cent of females.
The gap in promotion rates only increases with seniority, according to a study by Bain & Company and Chief Executive Women.
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The study, Advancing Women in Australia: Eliminating bias in feedback and promotions, based on the responses of 4500 people in business, government and not-for-profit sectors, found that eliminating bias in feedback and promotions was the root cause of the disparity in promotion rates.
It found women in line roles in corporate Australia are consistently moving through the promotion funnel at slower rates than male counterparts.
![CEW president Kathryn Fagg says that narrowing the gap in promotion rates demands that organisations be meritocratic.](/web/20170301114843im_/http://www.theage.com.au/content/dam/images/g/s/6/3/e/r/image.related.articleLeadwide.620x349.gun5bc.png/1488264004678.jpg)
They are identifying, applying for, being considered for and ultimately being promoted at lower rates than men (58 per cent of men were promoted twice or more in the past five years compared with only 41 per cent of women).
CEW President and co-author of the report, Kathryn Fagg, said narrowing the gap in promotion rates demands that organisations be meritocratic.
"The bottom line is that women are being told to display 'more confidence' and to get 'more experience', but they are receiving less clear and actionable feedback than their male peers – likely a significant factor in the growing disparity in the promotion of men versus women in senior ranks," the report said.
Less than half of the female respondents (45 per cent) felt that their organisation is meritocratic, with men slightly more positive at 61 per cent.
"Merit should be assessed on performance and potential," Ms Fagg said. "However, defining who has merit and who does not can be open to subjectivity and bias, particularly in evaluating potential. And if we continue to define merit as people 'like us' who have done what we did, we will get more of the same."
Melanie Sanders, a Bain partner and co-author of the research said there was a "bias that women are somehow perceived to be more 'risky' appointments, compared to their male counterparts".
She said companies needed to "train managers to provide all employees with feedback that is specific, measurable, actionable, timely and thoughtful".
Companies also needed to take action that prevents bias in appointments and promotion decisions, and to ensure all employees had people supporting their career development and advocating on their behalf.
The report found that more than 50 per cent of female respondents saw lack of sponsorship as a significant barrier to their promotion prospects, particularly given that they do not enjoy the same access to traditional networks as men.
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