A new report to mark Women’s History Month and International Women’s Day has revealed that only 28% of women feel their company’s culture actively supports them.
For years, businesses have invested in DEI initiatives, yet the data uncovered in the 2025 US Women Professionals in the Modern Workplace from HiBob suggests that many women still struggle to gain meaningful support. The report, carried out by the Human Capital Management platform, uncovers persistent gaps in mentorship, career advancement, workplace recognition and work-life balance.
While 36% of women feel empowered to perform at their best, a significant portion report feeling undervalued. A notable contrast emerges when examining how employees perceive recognition – 38% of women say their value is acknowledged through daily work visibility. In comparison, men are more likely to feel valued through broader company culture (47%) and corporate values (51%).
According to HiBob’s CEO Ronni Zehavi, inclusive workplaces are not just ethical imperatives but strategic necessities. “While many women feel valued for their contributions, they still face barriers in mentorship, upskilling and workplace policies, which continue to impact their pay and career progression,” Zehavi explained.
MENTORSHIP & PROMOTION GAPS
Despite the emphasis on mentorship as a career catalyst, the report found that less than 10% of women have a formal mentor at work, compared to 15% of men. This discrepancy highlights a critical lack of guidance and advocacy for women climbing the corporate ladder. While 46% of companies offer mentorship or tech training for women in STEM fields, these efforts appear insufficient in closing the leadership gap.
When it comes to career advancement, the disparities are even more glaring. In 2024, only 22% of women received a promotion, compared to 34% of men. Additionally, men were significantly more likely to receive a raise – 46% versus 32%. Salary transparency remains another critical issue, with only 25% of companies providing full transparency on pay structures.
CHALLENGING WORKLIFE BALANCE
Work-life balance continues to be a challenge for working women, with many struggling to access flexible work arrangements. The study found that just 29% of women believe their company offers flexibility, limiting their ability to juggle personal and professional responsibilities.
Additionally, only 15% of companies provide childcare-related benefits, and just 12% offer fertility treatments – both key issues for women balancing career and family planning. Furthermore, 37% of companies lack re-entry programs for employees returning from caregiving breaks, further disadvantaging women who take time off for family needs.
ADDRESSING STRUCTURAL INEQUALITIES
The findings from this research confirmed that progress is slow, and many women still feel unsupported in their workplaces. Companies that truly want to close these gaps must take tangible steps to foster an inclusive culture. This includes:
- Expanding mentorship programs tailored to women’s career advancement.
- Instituting pay transparency policies.
- Strengthening workplace flexibility and family support benefits.
- Actively addressing promotion and raising disparities.
“The persistent gender gap in pay and career growth isn’t just a women’s issue – it’s a workplace issue,” stressed Zehavi. “Businesses thrive when all employees have equal opportunities to advance.”
With more women entering and shaping the workforce, companies that fail to address these challenges risk not only alienating talent but also falling behind in the competitive business landscape. Addressing the culture gap is no longer optional – it’s imperative.
Check out the full report here.
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