A Diversiology Report
Brilliant. Bold. Overlooked.
What Women Are Still Facing at Work in 2025
This report closes out Women's History and Gender Equity Month with what we really need—truth, not tokenism
In 2025...
Pay Disparity
Half of women we surveyed discovered male colleagues in similar roles earning more.
Persistent Bias
All experienced gender bias—many repeatedly.
Reporting Fears
Most still don't feel safe reporting discrimination.
Unequal Burden
Too often, the cost of speaking up is still paid by the most marginalized.
This isn't just data. It's direction. And it's time to do something about it.
💥 In 2025...
66%
Caregiving Penalty
Women report motherhood directly impacting career advancement, from missed promotions to biased evaluations.
50%
Pay Inequity
Discovered compensation gaps with male peers and most woment had no visibility into pay equity audits
100%
Leadership Isolation
Have been the only woman in leadership spaces
60%
Flexibility Gap
Report their workplace offers some flexibility for mothers—but inconsistently.
Behind every statistic is a woman's career, dignity, and economic security. These aren't just numbers—they're lives.
Letter from the Founder
A Note from Rocki Howard
We launched this survey during Women's History and Gender Equity Month—not just to gather data, but to create space for truth-telling.
While we didn't receive thousands of responses, what we did receive was far more powerful: real insight from women navigating today's workplace with resilience, frustration, and fierce brilliance.
These aren't just trends. These are lived experiences. They reflect what's still broken, what's quietly endured, and what demands to change.
As we close out March, I'm proud to share these results—not as a definitive report, but as a snapshot of what it means to be a woman in the workplace in 2025.
At Diversiology, we believe diversity, equity, inclusion is a call to lead differently. Let's meet this moment with clarity, courage, and community.
Rocki Howard Founder & Chief Diversologist
About Diversiology
Optimize Resources. Maximize Impact.
Diversiology provides DEI practitioners, allies, and advocates with digital program management systems that help optimize resources and maximize impact through content, coaching, and community.
From Intention to Execution
Whether you're building your DEI strategy from scratch or scaling what already works, we provide the structure, support, and space to move from intention to execution.
Free Community Access
And through our free Diversiology Community, professionals across industries can access curated tools, collective wisdom, and connection—all in one place.
Survey Snapshot
Participants
Women across SaaS, IT, energy, construction, and more
Roles Represented
Mid-level, senior, and executive professionals
Experience Levels
6–16+ years
Key Insights
Male-Dominated Leadership
100% of respondants report leadership remains male-dominated (less than 50% female representation).
Promotion Barriers
Over half have been passed over for promotions they believed they were qualified for.
Performative Support
Organizational support is mixed—many say it exists, but 60% it feels incomplete or performative.
💬 "My performance is stellar. But I'm still being told to 'be patient' while less qualified men leapfrog ahead."
Pay Equity & Policy Gaps
50%
Pay Disparity
50% of respondants discovered a male peer earned more for similar work
?
Audit Awareness
Most are unaware if pay equity audits happens in their companies
↑
Extra Effort
40% of respondants report having to fight harder for pay equity
💬 "I trained the guy who replaced me—for more money than I was making."
Culture, Bias & Safety
Assertiveness Penalized
Women report being labeled as "difficult" for behaviors praised in men
Office Housework
Disproportionately assigned administrative tasks
Emotional Labor
Expected to manage feelings and conflicts
Invisibility
Overlooked in male-dominated spaces
All respondents experienced gender bias; many, repeatedly.
💬 "It's exhausting being the only woman—and being expected to represent all women."
💬 "I've experienced bias in performance reviews, been asked to manage conflict, and take notes in meetings. That's not leadership—it's emotional labor."
Allyship & Inclusion
Speaking Up Against Bias
Addressing problematic behavior in the moment
Sponsoring Women
Actively advocating for advancement opportunities
Holding Men Accountable
Creating peer pressure for positive change
80% of women say their ideas are only "sometimes" valued.
💬 "Representation is magic. For a year, I worked with a team that was 60% women. Everything changed."
💬 "If male allies want to help, they need to speak up—not just in private, but in the moment."
Advice to Other Women
💬 "Know your value and look for support—even if it's outside the organization."
💬 "Advocate for yourself—no one is going to do it for you."
💬 "Keep records of your accomplishments. Ask for feedback in writing. Don't just trust the process—document it."
💬 "Talk to someone you trust about the challenge. Don't carry it alone."
From Insight to Action: Our Recommendations
Reconstruct Leadership Spaces
Center diverse voices, not just include them
Build Psychological Safety
Create safe, anonymous bias reporting systems
Elevate Sponsorship
Move beyond mentorship—invest in executive champions
Make Pay Equity Initiatives Known
Conduct regular audits and share outcomes transparently
Start the Conversation
Community
A space to share, learn, and lead boldly
Coaching
Strategy sessions and real-time feedback
Content
Curated DEI tools, guides, and frameworks
🟣 Want to speak freely about the work you're doing—or wish you could do? Our free Diversiology Community is a brave space for DEI practitioners, allies, and advocates who want more than performative equity.
👉 Join the Community 👉 Book a consult: calendly.com/rockihoward/30min
Conclusion: We Move Together
Gather Truth
This report is proof that bold, brilliant, badass women are still carrying too much—and still pushing forward anyway.
Take Action
We don't just need more data. We need more action. More truth. More community.
Build Community
And that's why we built Diversiology.