By Mark S. Lee, Contributing Writer
For decades, the phrase “breaking the glass ceiling” represented a struggle for women and Black professionals seeking access to leadership roles long dominated by white men. Today, the ceiling is no longer unbreakable, but it still exists.
Across corporate America, government, higher education and entrepreneurship, women and Black leaders are making historic gains. Yet the numbers also reveal a complicated reality: progress is happening, but not evenly, and certainly not fast enough.
According to the 2025 Women in the Workplace report by McKinsey & Company and LeanIn.Org, women now hold 29% of C-suite positions, nearly double the 17% recorded a decade ago. That representsadvancement and reflects years of corporate diversity efforts, mentorship initiatives, and changing workplace expectations.
However, as some companies scale back or eliminate DEI programs amid political and legal pressures, concerns are growing that the momentum could slow.
Critics of the rollback argue that without intentional recruitment, sponsorship and advancement strategies, longstanding workplace barriers could quietly re-emerge, particularly for women and professionals of color who have historically faced limited access to executive leadership opportunities.
Additionally, the same report found women remain underrepresented at every level of the corporate pipeline, particularly in senior leadership.
One of the biggest barriers continues to be what researchers call the “broken rung” — the first promotion into management. For every 100 men promoted into management positions, only 93 women receive the same opportunity, and for women of color, that number drops to just 74.
The financial gap remains equally concerning.
According to the 2025 Gender Pay Gap Report from Payscale, women overall earn approximately 83 cents for every dollar earned by men. Even when controlling for education, experience and job title, women still earn 99 cents to the dollar.
The disparities become even wider for Black women.
Research from the Economic Policy Institute found Black women earn approximately 68 cents for every dollar earned by white men, representing one of the largest wage gaps in the American workforce. Even after adjusting for education and other factors, significant inequities remain.
Still, despite those barriers, Black women continue to emerge as one of the fastest-growing groups of entrepreneurs in the United States. Increasingly, many are bypassing traditional gatekeepers and creating their own opportunities through business ownership, consulting, technology ventures, and community-based enterprises.
In Detroit, that entrepreneurial spirit is reshaping neighborhoods and local economies. Minority- and women-owned businesses are helping drive revitalization, innovation and job creation in communities that historically faced economic disinvestment.
Yet access to capital remains a major challenge.
Numerous studies continue to show that Black entrepreneurs and women-owned businesses receive disproportionately smaller shares of venture capital and business lending. The issue is not a lack of talent or ambition, it is often a lack of access, networks, and institutional support.
Another emerging issue is burnout.
A recent report found nearly 60% of women in senior leadership positions report frequent burnout, with Black women facing particularly high levels of workplace scrutiny and pressure. Many executives describe carrying the burden of being “the only one in the room” while simultaneously mentoring others, managing teams and navigating heightened expectations.
And yet, the economic implications and benefits are clear.
The broader lesson for business is increasingly clear: diversity is not merely a social issue — it is an economic advantage. Organizations with diverse leadership teams often outperform competitors in innovation, talent retention, and market adaptability because they reflect the realities of a changing marketplace.
The glass ceiling may not be fully shattered, but every breakthrough creates momentum for the next generation. Visibility matters. Representation matters. Opportunity matters.
And perhaps most importantly, leadership itself is evolving. Success today is no longer defined solely by who occupies the corner office, but by who creates pathways for others to rise alongside them.
We invite readers, business owners, and future entrepreneurs to follow along, ask questions, and engage. If you have story ideas or questions, you can email Lee at mark@leegroupinnovation.com or visit leegroupinnovation.com.
