The initially missed promotion from an entry-level position to manager statistically winds up holding women back for the rest of their careers. This is known as the “broken rung.” Progress is being made to solve the “broken rung” in corporate America, from the appointment of more female CEOs to top U.S. corporations to the slight increase in female representation in management roles.
Men might significantly outnumber women at each management level, but there are women who have managed to surpass the “broken rung” and climb the corporate ladder- even as working mothers. Quite impressive since 90% of working parents are stressed at their jobs, and 61% describe their stress as overwhelming.
Below, three working mothers share how they climbed the corporate ladder, their thoughts on “leaning in,” and how motherhood impacted their relationships at work:
Susan Thomas Senior Director, Client Services - Express Scripts. According to Women in the Workplace ... [+]
Susan Thomas
Senior Director, Client Services - Express Scripts. According to Women in the Workplace 2022, 36% of senior managers or directors are women.
Christine Michel Carter: What challenges did you face when considering your promotion to senior director?
Susan Thomas: “After holding executive-level roles in the public, nonprofit, and private sectors, I started my consulting firm. When I was contacted for the role I am in today, at first, I said, ‘no thank you.’ I was afraid that the flexibility I had built for our family and me would disappear. But then I remembered something that has always served me well in my career: at least take the call and listen. After learning I would have the ability to lead a well-established team while still serving our men and women in uniform differently, I realized this was the balance of business, mission, and team camaraderie that I was looking for. Though I accepted nervously, there isn’t a day I wonder if I made the right decision.”
Carter: How has your promotion impacted your relationship with your children?
Thomas: “I have been blessed to be in an executive-level role since my children were born. But when I moved into this role, I was virtually navigating a new leadership role while also navigating my children missing out on finishing kindergarten and 2nd grade. They were used to me having more flexibility in my schedule. My kids (and my husband) give me a hard time sometimes, but the best part is when they tell me how proud they are of me. I’d be pretending if I said it was always easy navigating a busy professional career with kids, maintaining a strong relationship with my husband, supporting aging parents, and trying to fit in time with friends.”
Carter: What did you sacrifice to accelerate your career?
Thomas: “What I have sacrificed is saying ‘yes.’ I’ve realized it’s what and who you say ‘no’ to that truly does make the difference. Sometimes I get FOMO, I feel left out, and I realize some of that is on me. Sometimes I may not be there physically if I am traveling, but they know I am cheering them on. We will find ways to celebrate when I return. I truly believe that my children have learned some independence; they understand that I am always in their corner, and I prioritize them when it is most important.”
Carter: What advice do you have for other women looking to climb the corporate ladder?
Thomas: “I found that clear and regular communication and setting boundaries for yourself at work is essential, and in the right organization, it is expected and respected. Building a culture of compassion and flexibility is essential for professional and personal sanity—and success. Also, it’s okay to lean out. I started at a Big 5 consulting firm at 26 weeks pregnant with my 2nd child, and Sheryl Sandberg’s book Lean In came out that year. I felt that was what I was supposed to do, and really, what I learned was to find a company whose culture really supports you. Some of the best support I have had at work has been from many of my male colleagues, who have supported me when I have to leave early or have a kid pop into my Zoom call.”
Janelle Griffith Senior Vice President, North American Logistics Practice Leader, Marsh (a business ... [+]
Janelle Griffith
Senior Vice President, North American Logistics Practice Leader, Marsh (a business of Marsh McLennan). According to Women in the Workplace 2022, only 6% of senior vice presidents are women of color.
Christine Michel Carter: What challenges did you face when considering your promotion to senior vice president?
Janelle Griffith: “My current position came by way of an unexpected pivot that forced me to take a step back and first understand how I wanted to decide before I addressed what the decision should be. The how was particularly crucial because I have competing interests that all served as a justification to go one way or another. I ultimately decided that stepping into this role had to align with my current list of priorities and future goals. My number one priority is my family, so any position that severely inhibits my ability to show up for my family is not worth it. I needed to be honest with myself first before I was able to be transparent with leadership.”
Carter: How has your promotion impacted your relationship with your children?
Griffith: “The title of mom is equally the single most important and rewarding title I have and ever will have. To be quite candid, my relationship with my children is better than before I pivoted. It also helps that my boys are their mom’s top fans and regularly tell me how proud they are! It’s not about the quantity of time we spend with our children; it’s about the quality, and children really just crave the quality. I’m a firm believer that you aren’t any good to anyone if you aren’t first good to yourself. Being hyper-stressed and both physically and emotionally unavailable was a season in my career that I strive never to repeat again because it significantly diminished both the quality and quantity of time that I could offer my children.”
Carter: What did you leave behind to accelerate your career?
Griffith: “I’ve delayed pursuing certain personal goals because I needed to ensure I wasn’t stretched too thin to be of any good in all my endeavors. I knew the time for me to pursue my personal goals would come, and they have - slowly but surely. For me, the key has always been one of perspective. I’ve realized that all is not lost, and things have a way of coming back around. Instead of focusing on what I’ve sacrificed and left behind, I try to focus on what I’ve achieved. I need to keep my eyes trained in the direction of where I’m going, and that’s forward.”
Carter: What have you learned?
Griffith: “Early in my career, I felt the pain and internal struggle of feeling like I couldn’t show up authentically. I soon realized that having a solid support system in the two places where I ‘live’ is not only crucial to the way I show up in both spheres but it’s crucial to my well-being. My personal support system grounds me in my authenticity and my professional support system embraces it; both giving me wings to fly. My only word of caution is that I’ve had to learn to choose my circle wisely.”
Carter: What advice do you have for other women looking to climb the corporate ladder?
Griffith: “Don’t get caught up in conventional standards of ‘making it.’ ‘Making it’ is determined by your unique definition of success, and it’s okay for this definition to change with time and experience. We aren’t all going to be Oprah Winfrey; as long as we understand that we’ve ‘made it’ when we look around, and we’re content with what we’ve built per our singular definition of success. Protect your time as much as possible. Time is a finite resource and we have to be cognizant of the leakage.”
“Find your allies as quickly as possible. I recall reading a piece on the power of collective achievement, which said that good partnerships amplify what we do independently. This resonated with me on every level. It’s especially poignant when tackling the wage and hiring disparities in corporate America. Finally, give yourself grace. I still strive for excellence, but shedding the burden of perfectionism and the need to be all things to all people has made me both happier and healthier. We need to give ourselves the same grace that we give to others.”
Stephanie Shore Marketing Consultant and former Chief Marketing Officer of MOO. According to Women ... [+]
Stephanie Shore
Marketing Consultant and former Chief Marketing Officer of MOO. According to Women in the Workplace 2022, 26% of C-suite employees are women.
Christine Michel Carter: What challenges did you face when considering your promotion to chief marketing officer?
Stephanie Shore: “Years ago, I made a lateral career move in anticipation of becoming a new mom. I was very purposeful in making this decision. However, my employer had other ideas. Less than six months in, they offered me a promotion. I initially turned it down. Later that day, I spoke to a mentor, a C-suite leader who'd been VERY successful in male-dominated arenas. She asked me why I'd said no. I told her I was afraid to fail, so I took myself out of the running. She casually suggested that a man would have given it a go vs. deciding his fate upfront. I immediately rang the CEO and said that I'd changed my mind. This single move changed my career trajectory almost overnight. I shot up through the organization, receiving four promotions in three years, and eventually joined the C-suite.”
Carter: How has your promotion impacted your relationship with your children?
Shore: “I am a proud working mom. In the early days, I don't think my work impacted my kiddo too much, but I owe that in large part to the fact that my husband is a nurse and an excellent chef! As my daughter has grown up and needed me more, I've ensured that my jobs allow me to be present for my family. And I seek out companies that value and support mothers in leadership and executive roles.”
Carter: What did you sacrifice to accelerate your career?
Shore: “I would caution women against having their job be their most important relationship since the inevitable break-up will be more painful than it needs to be. You can love your job without dating it exclusively. Play the field.”
Carter: What have you learned?
Shore: “Women don't need to be told to smile more, but we ALL need to laugh more at work. You can be serious about your job and still make it fun.”
Carter: What advice do you have for other women looking to climb the corporate ladder?
Shore: “Assemble your personal ‘board of directors’ that can counsel you on specific topics as you advance. Throughout my career, I've had board members advise me on everything from global brand expansion to taking a company public. When you've advanced and find yourself with a seat at the table, be sure to grab an extra seat for someone else that's ready to ascend. And when you see an opportunity to mentor someone and make a difference in her career, take it.”
