The Blubber

New findings from the Forté Foundation, a nonprofit focused on expanding diversity in business education, reveal that while MBA degrees bring a significant salary boost, the benefits for women still lag behind those enjoyed by men.

Women saw their pay increase by an average of 52% in their first job after earning an MBA, reaching $131,449. Men, however, saw a 73% bump, with average salaries at $140,007. Despite holding the same credentials from top-tier institutions, women continue to face persistent disparities across key markers of career advancement, from pay and promotions to the number of direct reports, budget oversight, and proximity to top executive roles.

According to a survey of more than 1,000 MBA alumni from over 60 schools, that initial pay gap of 6% only widens over time. Although more women are enrolling in MBA programs—now making up 42% of all students, up from 32% in 2011—and many schools are reaching gender parity in their cohorts, the progress isn’t translating equally into post-MBA careers.

The salary gap between white women and women from underrepresented minorities has narrowed in early career stages, falling from 11% to 3% in first post-MBA jobs. But longer term, women with MBAs still earn 17% less than men on average. While this is an improvement from a 28% gap in 2016, it still means a difference of $36,000 in annual earnings. This year, men reported average salaries of $216,487, while women remained below $200,000 at $179,987.

The number of women moving into executive leadership is also slowly climbing. The Fortune 500 now includes a record 55 female CEOs, nearly half of whom hold MBAs. Yet even with that progress, barriers remain—especially when it comes to sponsorship and internal support systems.

A major reason for slower advancement is the lack of sponsorship. Nearly 75% of women with a sponsor said it helped accelerate their careers, but only 46% report having one. Many women focus heavily on job performance and overlook the importance of networking or identifying mentors who can advocate for their advancement.

Some of the pay gap may stem from different career paths, but roles that attract more women—like marketing—often have smaller disparities. The presence of more women in leadership within those areas helps foster supportive cultures where women are more likely to sponsor and elevate one another.

Fields that achieve greater gender representation tend to offer more accessible career mobility, making advancement feel less like breaking into an exclusive club and more like a shared path forward.