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Impact Assessment Explainer: Gender Promotion Gap
Impact Assessment Explainer: Gender Promotion Gap
How do we calculate the gender promotion gap impact assessment?
Written by Heather
Updated over a week ago

Source: ZoomInfo and US Bureau of Labor Statistics

Sadly, company reported data on women and minorities is still very sparse. Companies in the United States, by law, report their statistical breakdown to the Equal Employment Opportunity Commission (EEOC). Still, that data is not linked to specific companies but is rather aggregated at the state and national levels. The data provided for sustainability reporting tends to be very poor and incomplete. For example, very few companies publicly provide an accurate breakdown of their workforce by race, gender, etc., particularly for managers.

We do know more generally that between the genders, males are more likely to get a promotion compared with females—9.3% percent compared with 8.4% percent, respectively", According to payroll company ADP.

According to the Center for American Progress, Covid 19 worsened this situation. Four times as many women as men dropped out of the labor force in September 2020, roughly 865,000 women compared with 216,000 men. This validates predictions that the impact of the COVID-19 pandemic on women's career trajectories would be significant in the US.


The YvesBlue Impact Assessment compares a company's male managers as a percent of the workforce to the percentage of female managers. Two fields from annually updated Refinitiv data are used to compare a company's male_managers_percent-of_ workforce to the percentage_ female_managers.

This ratio gives the multiple of how much more likely it is for a male-identifying person to be promoted relative to a female-identifying person in the portfolio. Societal hurdles like this have corollary impacts on household incomes and job security. Investors interested in these topics will want to know that their holdings do slightly better than other portfolios or benchmarks.

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