Most cited reasons for the persistence of gender inequality in the workforce

Most frequently reported barriers to gender parity in the workforce, as of July 2015

Most cited reasons for the persistence of gender inequality in the workforce This statistic shows the share of respondents who reported each factor as being a barrier to gender parity in the workforce of their industry, as of July 2015. 44 percent of respondents reported an unconscious bias among managers as being a barrier to parity in their industry. Moreover, 44 percent cited a lack of work-life balance as being a barrier to gender parity.
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Most frequently reported barriers to gender parity in the workforce, as of July 2015

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Share of respondents
Unconcious bias among managers44%
Lack of work-life balance44%
Lack of role models39%
Lack of qualified incoming talent36%
Women's confidence, aspirations31%
Societal pressures23%
Unclear career paths17%
Lack of talent, leadership development for women15%
Don't know12%
No barriers10%
Lack of parental leave6%
Share of respondents
Unconcious bias among managers44%
Lack of work-life balance44%
Lack of role models39%
Lack of qualified incoming talent36%
Women's confidence, aspirations31%
Societal pressures23%
Unclear career paths17%
Lack of talent, leadership development for women15%
Don't know12%
No barriers10%
Lack of parental leave6%
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This statistic shows the share of respondents who reported each factor as being a barrier to gender parity in the workforce of their industry, as of July 2015. 44 percent of respondents reported an unconscious bias among managers as being a barrier to parity in their industry. Moreover, 44 percent cited a lack of work-life balance as being a barrier to gender parity.
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