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To give a few examples, women make up:80

• 52 percent of entry-level jobs in the financial services industry but only 22 percent of senior leadership

• 59 percent of entry-level jobs in health care and pharmaceuticals but only 23 percent of senior leadership

• 48 percent of entry-level jobs in logistics and transportation but only 15 percent of senior leadership

• 46 percent of entry-level jobs in retailing and consumer goods but only 13 percent of senior leadership

• 37 percent of entry-level jobs in technology but only 15 percent of senior leadership

The truth is we do have women in the pipeline. But it’s a pipeline that’s leaking. Women leave during the critical career-building years, which coincide with those critical child-bearing and childrearing years. And when women leave, not only are there fewer female candidates for leadership positions, there also aren’t enough women left to challenge the culture and make change for others. This is a powerful reason for the negative view of highly qualified women who pause their careers.

Professor Stone captured it best when she said, “Once they leave the corporate workplace, their ability to imbue workplace culture with their values is gone. They leave, and the door closes behind them, and everything stays the same.”81

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