Workplace dynamics are changing, with trends like “dry promotions” sparking important conversations about equity and recognition. A dry promotion—where an employee takes on new responsibilities or receives a title upgrade without a pay increase—has become increasingly common as companies navigate economic pressures. But is this practice disproportionately impacting women and other marginalized groups?
The Rise Of Dry Promotions In The Workplace
Economic pressures, such as inflation and stagnant revenue growth, have led organizations to seek cost-saving measures. According to research by Pearl Meyer, 13% of companies in 2023 reported using new job titles to recognize employees without increasing pay, up from 8% in 2018. Younger employees, particularly Gen Z, report receiving such promotions at higher rates, but the question remains: are women and other underrepresented groups more likely to be affected?
Are Women More Likely To Be Quietly Promoted Without Raises?
Research suggests women may be at greater risk of being offered dry promotions. Studies from the Women in the Workplace report by McKinsey and LeanIn.org indicate that women are more likely to take on additional responsibilities—often labeled as “office housework”—without receiving recognition or compensation. This includes roles such as mentoring, onboarding new employees, and managing team dynamics.
Dry promotions may be an extension of this phenomenon. A 2023 study by Mercer highlighted that women are more likely to remain in roles without raises for longer periods, while men are quicker to leave for higher-paying opportunities. This discrepancy often leads to women taking on greater workloads without the financial reward, potentially exacerbating the gender pay gap.
What Does The Research Say About Marginalized Groups?
It’s not just women. Employees from underrepresented racial and ethnic backgrounds also report higher rates of feeling undervalued at work, according to a study by Catalyst. When these employees are dry-promoted, they may face compounded challenges, such as bias in performance evaluations or fewer opportunities to negotiate pay increases.
Conversely, organizations may view dry promotions as a way to “test” employees in leadership roles without committing to a salary adjustment. This practice can reinforce systemic inequities if marginalized employees aren’t given the same financial recognition as their peers for similar contributions.
How Companies Can Avoid Dry Promotion Pitfalls
While dry promotions can save money in the short term, they carry significant risks, including burnout, decreased morale, and higher turnover. Lauren Mason, U.S. career workforce solutions leader at Mercer, points out that dry promotions often make employees more marketable to other companies, increasing the risk of losing talent.
To create a fairer workplace, companies should:
- Audit Promotion Practices: Ensure promotions and pay raises align across gender and racial lines.
- Commit To Transparent Pay Discussions: Clear timelines for revisiting compensation can alleviate frustration and help retain employees.
- Recognize Informal Contributions: Acknowledge the “hidden work” women and marginalized groups often take on, and ensure it is valued in performance evaluations.
What Employees Can Do When Faced With A Dry Promotion
Employees offered dry promotions should consider the following steps:
- Negotiate Timelines: Request a written commitment for revisiting compensation within a set timeframe.
- Leverage The Title: Use the new responsibilities or title to build your resume and explore opportunities elsewhere.
- Be Honest About Burnout: If the new role feels overwhelming, discuss workload adjustments with your manager to maintain balance.
Are Dry Promotions A Symptom Of A Larger Problem?
Dry promotions may reveal deeper systemic issues in how organizations value work. Without deliberate action, these practices risk disproportionately impacting women and marginalized groups, perpetuating existing inequalities.
Companies that recognize the potential for inequity—and take steps to address it—can create a more inclusive, sustainable workplace. By fostering transparency, prioritizing equity, and valuing contributions fairly, they can move beyond dry promotions to meaningful recognition and growth for all employees.