The 2024 Women’s Leadership Impact Study Shows Resources Dedicated to Women’s Leadership Declined Significantly

(BOSTON, MA) November 14, 2024 – After two years of steady growth in company’s commitment to women’s leadership programs, data shows that Massachusetts companies have not consistently followed through on commitments to provide resources for diversity, equity, and inclusion initiatives, particularly in gender equity efforts. The disparity between stated intentions and actual impact or follow-through is noteworthy. This year’s research also revealed a concerning decline in support for the advancement of women of color after 5 years of steady progress. 

“The gap between intention and accountability remains one of the key challenges in advancing all women into leadership positions. While organizations readily set aspirational goals, they often fail to implement the tracking systems and feedback mechanisms necessary to drive ‘measurable’ progress,” said Elizabeth Hailer, Chief Executive Officer, The Women’s Edge. “Without clear metrics and active dialogue with all women leaders, even the most well-intentioned goals and initiatives risk becoming hollow promises rather than catalysts for real change.” 

Employers Are Leveraging Innovation to Drive Gender Equality 

On the positive side, organizations are utilizing new technologies to move the needle. For the first time, respondents were asked to share their use of innovative technologies. The results were promising, with 47% of respondents using data analytics for gender pay equity, 44% using leadership development platforms, and smaller numbers using skill-based learning platforms, diversity & inclusion technology solutions, virtual mentorship programs and AI-powered recruitment and promotion. 

Roadmap to Success Guides Organizations to Make Measurable Progress 

A key component to each Women’s Leadership Impact Study is an annual “Roadmap to Success,” which identifies strategies that employers can use to overcome systemic and cultural challenges that are impeding continued progress.  These actionable recommendations help organizations foster inclusive environments that support women and addresses issues that emerged in the prior studies. 

“Building diverse leadership teams requires being intentional and proactive. Create a culture of career development. Scan your workforce for individuals with the potential to advance at every level. Look for women and others who may otherwise be overlooked. Then invest in them.” said Joanne Hilferty, President and CEO of Morgan Memorial Goodwill.  

Download a copy of the 2024 report to receive the full results of the study.