Efforts by companies to boost the presence of women in leadership roles are diminishing amidst increasing criticism of diversity, equity, and inclusion initiatives.

A survey conducted by LeanIn.org and McKinsey & Co. reveals that businesses are cutting back on programs designed to support women’s career advancement.

The decline is particularly pronounced among women of color, with companies noting significant reductions in programs aimed at enhancing their career opportunities, according to the survey.

In summary, there are not enough women—especially women of color—moving up into management roles. At the current pace, it could take almost 50 years for women to achieve equality in corporate America, stated LeanIn and McKinsey.

This is troubling, especially as companies should be intensifying their efforts to create fair opportunities.

“For the first time in a decade, we are observing a decrease in companies’ commitments to both gender and racial diversity,” said Rachel Thomas, co-founder and CEO of LeanIn, during an interview. “This is certainly worrying for us.”

The percentage of employers highlighting gender diversity as a top priority dropped from 87% in 2019 to 78% in the most recent LeanIn survey.

Similarly, the emphasis on racial diversity has also waned, with only 69% of employers considering it a high priority, down from 77% five years ago.

LeanIn and McKinsey surveyed 280 large companies with more than 10 million employees across the US and Canada. This study is significant as it represents the largest assessment of the status of women in corporate America.

Long-standing advantages have led men to dominate the business sector, creating widening disparities in status, pay, and wealth.

According to a YSL News analysis, women are vastly outnumbered in senior leadership roles, occurring at a ratio of 5 to 1 compared to men at the 100 largest publicly traded companies. The gap is even larger for women of color, who face a disparity five times greater than that of white women.

Even though women are more present in corporate environments today, they are still much less likely than men to occupy top-tier positions. Additionally, there are persistent structural obstacles to their advancement, particularly the initial “broken rung” that hinders women from ascending the leadership ladder.

A decade ago, when looking at every 100 men who received their first opportunity for a management role, only 82 women had the same chance. Today, that number has decreased to just 81 women overall, while the figures are even worse for women of color: 54 Black women and 65 Latinas receive such opportunities.

Rachel Thomas of LeanIn highlights that while recent advancements for women exist, they are precarious.

“We are still far from the representation necessary for women,” she stated. “The workplace does not yet provide an experience that is genuinely fair, equitable, and respectful for women.”

In light of last year’s Supreme Court verdict ending race-conscious college admissions, activists like Edward Blum, who opposes affirmative action, and former Trump administration official Stephen Miller are now targeting the private sector with a series of legal actions against various organizations.

Recent pressure campaigns led by activist Robby Starbuck have compelled large corporations like Harley-Davidson, Ford, and Lowe’s to back away from some of their DEI commitments.

Critics of DEI initiatives argue that women and people of color are receiving jobs and promotions at the expense of more qualified candidates. They maintain that any program that excludes white workers is equally illegal, drawing comparisons to discriminatory practices against Black workers.

This rising “anti-woke” sentiment has put business leaders on edge.

“It’s difficult to believe this isn’t affecting the commitment and investment levels in organizations. I think that’s what we are observing,” Thomas remarked. “When companies truly dedicate themselves to driving change, substantial improvements can happen. Conversely, if they ease off, progress tends to regress.”

While critics of DEI efforts have been growing louder, many businesses claim they are maintaining their course, albeit with careful evaluations of their investments to determine effective strategies.

Sheryl Sandberg, founder of LeanIn, underscored that the findings of the survey serve as a crucial reminder that equality fosters business success.

“It’s clear that teams with a mix of backgrounds perform better. Companies that utilize the entire workforce see greater success,” stated Sandberg, who previously served as the COO of Meta, the parent company of Facebook. “We have a chance now to ensure that our dedication to this principle remains strong, as it is crucial for our success.”