What The 11th Women In The Workplace Report Reveals For Your 2026 Career Forecast

In 2025, the glass ceiling began to look a little cloudy for women, and the 2026 career forecast isn’t promising any windex. The 11th annual Women in the Workplace report reveals that women’s ambition is at an all-time high. However, the top boys in the big offices can’t keep up.

Today’s Data. Tomorrow’s Agenda.

The 11th annual Women in the Workplace report serves as a deep dive into the American corporate landscape. But in 2026, things are looking bleak for women. While the reports of 2025 were filled with cautious optimism, this year’s data confirms a surprising opposite: corporate America is officially rolling back its commitment to women.

After a decade of diversity pledges and discussions of inclusivity, only 50% of companies now cite women’s career advancement as a high priority. This is a sharp decline from the 70% highs of the post-pandemic era. We are no longer talking about a slowdown in progress; we are talking about a regress. For the first time in the study’s history, an “ambition gap” has emerged. This is not because women aren’t capable, but because they are reading the room and realizing the ROI of their labor is missing.

While much of the media focuses on the scarcity of female CEOs, the real catastrophe is happening at the very first step of the corporate ladder. For the 11th year in a row, the “broken rung” remains the most significant obstacle to overcome. This refers to the promotion gap from entry-level to manager.

The data remains staggering: For every 100 men promoted to their first managerial role, only 93 women are promoted. This is the exact moment the wealth gap begins. When a woman is passed over for that first management role, she loses out on the career launchpad. Higher bonuses, better stock options, and the leadership experience required for the next level.

When we look closer, we see the broken rung isn’t just a gender issue; it’s an intersectional crisis. For every 100 men, only 60 Black women and 82 Latina women reach that first management level. As stated in last week’s column, this isn’t a lack of merit. Black women remain the most educated demographic in the U.S., yet they are the most likely to be the token employee in their departments. This isolation leads to a “double tax”: the pressure to perform at 200% capacity while simultaneously navigating the weight of bias and economic instability.

The women in the workplace report finally puts to rest the tired narrative that women are opting out of the workforce to focus on family. Ambition has never been higher, especially among women of color. However, the report highlights that women lack support.

Sponsorship vs. Mentorship: Only 31% of entry-level women report having a sponsor, someone with the power to put their name forward in closed-door meetings, compared to 45% of men.

The AI Divide: In 2026, technical fluency is the new gatekeeper. Yet, only 21% of entry-level women receive manager encouragement to use AI tools, compared to 33% of men.

The Managerial Tax: The 2021 report mentions that women managers are doing more work culture management (mentoring, supporting DEI, and managing team well-being) than their male counterparts, but companies do not formally recognize this work in performance reviews.

The result? Major burnout. 60% of senior-level women report feeling frequently burned out. Black women have the extra issue of the aforementioned unrecognized workplace culture management. This creates a burnout ceiling that is nearly impossible to navigate without a radical shift in strategy.

We cannot ignore the political climate driving these statistics. As President Trump’s second term gains momentum, the “DEI rollback” has moved from a corporate trend to a federal mandate. The elimination of over 270,000 federal jobs, many of which were held by the Black middle class, has created a ripple effect. Corporations that once feared the social consequences of ignoring diversity now feel emboldened to revoke their initiatives.

When DEI is stripped away, discrimination becomes algorithmic. Many hiring platforms now use AI filters that have been proven to have algorithmic bias, filtering out candidates based on cultural fit metrics that favor the status quo, aka white men. If labor statistics become unreliable due to political interference at the Bureau of Labor Statistics, as TIME reported, we may soon find ourselves navigating an economy where the true struggle of women is hidden behind redacted data.

The forecast for the remainder of 2026 is one of self-reliance. As traditional corporate paths become increasingly stagnant, professional women are no longer waiting for the boys in the big offices to fix the rung. When you realize the ladder is missing steps, the best thing to do is to stop climbing and start building your own foundation.

This shift is characterized by women taking their expertise and applying it where they actually own the results. Instead of giving 60 hours a week to one company that could give you the boot tomorrow, women are taking their skills and marketing themselves. This allows them to stay in control of their time and their income.

The truth is, when women are sidelined in the workforce, they don’t just disappear. They pivot. They take their education, their ambition, and their experience and take control of their destiny.

The essential resources and mobilization tools you need to stay ahead of the current workforce shift.

Secure A Mentor: Don’t confuse a “work friend” with a sponsor. Read Her Agenda’s guide to mentorship and sponsorship. If you don’t have one, it’s time to find an advocate outside your organization.

AI Upskilling: Since managers are less likely to offer AI training to women, take the lead yourself. Utilize the Workforce Innovation and Opportunity Act (WIOA) grants in your state to receive free or low-cost certifications in AI-integration and data science.

Funding Your Foundation: If the corporate ladder feels stagnant, it’s time to fund your own agenda. The Breakthrough Grant Volume III is officially open, providing $5,000 to women founders ready to scale. The community is behind you. Apply here by September 17, 2026.

Find Community: Join the Her Agenda INSIDER community. In an era of DEI rollbacks, our collective power is our greatest asset. Access peer-to-peer sponsorship and community support!