Did you know only one in four C-suite leaders is a woman—and just one in twenty is a woman of color? Despite decades of progress, the journey toward true equity in women and career advancement is riddled with invisible hurdles and game-changing secrets rarely discussed in boardrooms. This article dives deep into eye-opening facts, hidden barriers, and actionable strategies to turbocharge career progress for women, empowering every reader with insights to drive their own rise—and champion a new era of equality.
When it comes to women and career advancement, many professional women fail to advance because they underestimate their own worth and have no idea how to take advantage of their accomplishments and skills. Professional women working in the healthcare field with high career advancement aspirations need a plan to help them stand out from their coworkers and peers. They need their employers to recognize their talent, strengths and worth in the healthcare profession. There are several ways for women and career advancement opportunities they seek to become a reality.
Instead of focusing on their individual talents, strengths, skills, accomplishments, and own worth in specific areas, many women focus on trying to improve in areas they do not do well. For women and career advancement success, identify your strengths, talents, and focus and play on those positive strong points. Become noticed by finding solutions to problems instead of just pointing problems out or blaming others. Think about problems in the workplace that need addressing and figure out ways your team or you can help solve them.
The path to women and career advancement is more complex and perilous than most realize. The infamous broken rung —first step up to manager—remains the most significant barrier to achieving gender equality in the workplace. It's not just the glass ceiling at the senior leadership level; the real challenge comes much earlier when talented women are overlooked for their first promotion. This failure to move women into early leadership positions derails countless high-potential careers from the outset, leaving fewer women in line for senior leadership roles and reinforcing a cycle of exclusion.
Women in the workplace face compounded challenges depending on their industry and their background. For example, women of color and women with disabilities experience even greater setbacks in career progression due to intersecting biases. When the broken rung persists, organizations see slower progress on representation, weaker talent pipelines, and diminished innovation. Recognizing these realities arms us with urgency: it's time to tackle invisible ceilings at every stage—not just the highest rungs.
Recent studies reveal that only 38% of managerial positions are held by women, and this percentage drops sharply at the director and VP levels. In tech industries, female representation is even lower, while sectors like healthcare and education tend to fare better. However, wage gaps remain omnipresent, with equal pay still a distant goal in most fields. The slow rise in senior leadership numbers is both a wake-up call and a catalyst for urgent change.
At the entry level, women make up nearly half of the workforce, but with each advancement, their numbers dwindle. Despite promising diversity statements and robust training programs , the data show progress is stalled by systematic patterns. We see higher turnover rates among mid-career women and a notable lack of mentors and role models for aspiring female leaders. This statistical portrait highlights where our efforts should be focused: early support, fair evaluation, and proactive promotion strategies.
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Comparative Data: Women in Leadership, Career Progression Rates, and the Broken Rung Effect by Industry |
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Industry |
Women in Leadership (%) |
Career Progression Rate (Women vs. Men) |
Broken Rung Effect (First-Manager Promotion Rate) |
|---|---|---|---|
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Technology |
20 |
60% of men |
52% (W), 65% (M) |
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Healthcare |
47 |
85% of men |
64% (W), 74% (M) |
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Finance |
29 |
78% of men |
57% (W), 70% (M) |
|
Education |
54 |
90% of men |
69% (W), 80% (M) |
While much of the focus on women and career advancement spotlights high-profile stories of female CEOs shattering glass ceilings, the majority of obstacles are subtle, persistent, and often invisible. Behind closed doors, countless women encounter “micro-moments” that delay or divert their career progress: being talked over in meetings, denied stretch assignments, or judged more harshly for asserting themselves. Each of these instances represents a chance for organizations—and peers—to step in and create a better path forward.
Women face barriers specific to both their identity and broader social trends, such as increased caregiving responsibilities, bias in performance evaluations, and lack of sponsorship programs. To unlock new routes to career progression , women are adopting innovative strategies—seeking mentors outside their immediate networks, joining affinity groups, and proactively sharing successes rather than waiting for recognition. By acknowledging that the journey is uneven, both employers and women themselves are learning to map their routes in new, bolder ways.
Among the lesser-discussed impediments to career advancement are stereotypes about ambition and leadership qualities. Many organizations unconsciously favor men for leadership positions, associating assertiveness with “leadership” in men, but “aggression” in women. This double standard penalizes women at every rung, diminishing their chances of securing early promotions and key assignments. The gender bias doesn’t disappear as women ascend; in fact, it often becomes more pronounced at higher levels, where women must constantly defend their place among predominantly male peers.
Another challenge is the “prove-it-again” syndrome, where women—especially women in leadership roles—must repeatedly demonstrate their competence to be given the same trust and authority as their male counterparts. For women of color and women with disabilities, these hurdles multiply. They face not just a single glass ceiling but multiple, stacked barriers. In response, many female professionals seek sponsors and mentors to advocate for them in decision-making rooms—a sign that while obstacles persist, so does the determination to overcome them.
The “broken rung” effect holds back generations of talented women and blocks the main pipeline to senior management and leadership positions . When women are stalled at the first managerial step, every successive promotion sees fewer female candidates. Tackling this specific barrier isn’t just good for gender equity—it’s critical for career development and organizational strength overall. Data shows that companies which proactively fix this rung enjoy better innovation, higher profits, and a greater capacity to weather workforce changes like remote work and digitization.
Organizations must diagnose and address the reasons women are overlooked for their initial promotion: biased evaluation criteria, poor sponsorship, and lack of transparency in progression paths. Transparent criteria for promotion, targeted mentoring programs, and unbiased evaluation methods are all necessary to fix the pipeline. By focusing on this foundational step, companies enable women in the workplace to advance in their careers with the same frequency and confidence as their male colleagues, transforming not just statistics, but lives.
For women and career advancement , skills go far beyond technical expertise. Today’s organizations value resilience, the ability to navigate workplace bias, and a strong command of emotional intelligence. Female professionals must not only master their field, but also learn to advocate for their performance, negotiate effectively, and build influence among peers and senior leaders. Mastery of these skills determines who climbs the career ladder swiftly and secures a seat at the table.
Leadership in the modern workplace favors agility and adaptability—key strengths often exhibited by women who have navigated complex professional and personal obligations. Communication, strategic thinking, and collaboration are vital, especially in hybrid environments where managing both in-person and virtual teams is required. However, the real game-changer lies in cultivating networks and seeking out mentors and sponsors who can actively support and advocate for women leaders at every step.
Must-Have Skills for Female Leaders in Today’s Workplace
Influential communication and executive presence
Strategic thinking and problem-solving
Effective negotiation and conflict resolution
Emotional intelligence and relationship management
Networking, mentorship, and sponsorship acumen
Adaptability in remote work and hybrid environments
The rise of women in leadership is more than symbolic—it’s instructive. Women who succeed as executives or senior leaders often credit their ascent not just to technical skill, but to seeking allies, building cross-functional relationships, and advocating for their ideas despite resistance. These trailblazers become essential role models , illustrating what’s possible and inspiring others to advance in their careers. By sharing their stories widely, they help bridge the gender gap and create new norms for career advancement .
"Success isn’t about how far you go, but who you bring with you. — Female Leader in Tech"
Companies with robust networks of female leaders in visible roles tend to see higher rates of promotion and retention among women at every level. If aspiring leaders can learn one thing from the most successful women in the workplace, it’s that strategic alliances, resilience, and ongoing professional development are non-negotiable. These women often leverage sponsorship programs, external networking groups, and targeted training courses to advance their goals—proving that career progress is a team effort as much as an individual one.
Despite well-meaning initiatives, workplace culture and deeply rooted biases continue to limit opportunities for women and career advancement . Subtle, everyday stereotypes shape perceptions of who can or should lead, while ongoing societal expectations place additional pressure on women to balance caregiving with professional ambition. These forces conspire to limit upward mobility and stall career progress —especially for women from underrepresented backgrounds.
From the boardroom to the breakroom, stereotypes about “leadership style” and questions about commitment or competence are persistent challenges. Organizations serious about change must tackle culture head-on: celebrate diverse leadership, encourage transparency in feedback and promotions, and invest in diversity training that targets not just hiring, but ongoing advancement. Without deliberate shifts in culture, even well-intentioned policies fall flat—making holistic transformation essential for progress.
Women are often judged on potential for failure rather than capacity for growth, while men and women in identical roles or situations are observed through different lenses. This reality is aggravated by societal expectations: women are told to lean in at work but also to be the “default parent” or primary caregiver at home. When organizations overlook these factors, talented professionals slip through the cracks, contributing to a lack of women in the workplace in higher-level roles.
Beyond stereotypes about ambition and aggression, women face barriers tied to race, disability, and sexual orientation. For example, women with disabilities have significantly less access to mentorship and inclusive work environments. All too often, career development programs don’t address these intersecting needs, hindering true gender equality and diversity efforts. To level the playing field, holistic policies—and a willingness to challenge societal narrative—are a must.
Unconscious bias operates beneath the radar, shaping decisions in performance reviews, promotions, and even everyday meetings. While explicit sexism may be less visible today, the impact of unspoken preferences for certain behavioral styles or backgrounds diminishes diversity in leadership roles . Research shows that when feedback is collected, women are more likely to receive generic or personality-based commentary, while men receive specific, skill-focused feedback. This subtle bias compounds over time, locking women out of critical leadership positions .
Combatting unconscious bias demands both system-wide awareness and the implementation of targeted controls, such as anonymous review panels, standardized evaluation criteria, and bias interrupters. By admitting that everyone has inherent biases and working actively to neutralize them, organizations pave the way for more equitable career progression —and more innovative, diverse teams overall.
If there’s a secret weapon for women seeking career advancement , it’s the power of targeted support programs and intentional networking. Mentorship, sponsorship, and professional networking are consistently cited as the most valuable levers for propelling women into senior roles. A mentor offers guidance and feedback, while a sponsor uses their influence to advocate for you in high-stakes discussions—both are essential, and both must be pursued actively by women with ambition to lead.
Organizations that prioritize networking opportunities and nurture sponsorship programs see measurable improvement in the representation of women at all levels. For individuals, joining internal and external networks—be they employee resource groups, industry panels, or alumni forums—can bring needed visibility, new allies, and innovative career opportunities. The path to career progress is rarely walked alone; collective advancement leads to sustainable change.
Top Strategies for Women’s Career Progression: Mentorship, Sponsorship, and Networking
Seek a combination of mentors (for development) and sponsors (for advocacy)
Network across functions and industries to expand opportunity horizons
Promote personal achievements in ways that reflect both individual and team impact
Participate in training and skill-building programs dedicated to female professionals
Leverage digital and in-person events to boost connections and increase visibility
Professional networks offer more than camaraderie—they’re critical platforms for learning, sharing opportunities, and gaining access to leadership positions . Women who strategically build, nurture, and activate their networks are more likely to learn about open roles, secure recommendations, and foster personal growth. Networking is not simply attending events but making genuine, lasting connections and following up to foster reciprocal relationships that open doors over time.
"My mentor’s faith in me made all the difference — pushing past the glass ceiling was a team effort."
For women aiming for career progression , participating in professional associations, cross-industry panels, and virtual discussion groups broadens perspectives and identifies role models. These networks often feed directly into formal and informal sponsorship programs , creating a virtuous cycle that catapults more women into senior leadership and beyond.
Companies that are serious about women and career advancement invest in targeted programs to identify, develop, and champion emerging female leaders. These initiatives go far beyond “lip-service”—they offer dedicated funding for external learning, executive coaching, rotational assignments, and structured career sponsorship. Many are tailored to address the “broken rung” and to ensure women move confidently into people management and strategic leadership positions.
Leadership development programs not only provide training but foster community among participants—a vital resource for women who might otherwise feel isolated in male-dominated industries. By pairing high-potential women with experienced coaches and sponsors, these programs transform individual career paths and ripple across entire organizations, demonstrating what sustained, intentional support can achieve.
Formalized programs for female talent accelerate learning, boost retention, and result in a direct increase in the number of women in senior management . Leading companies partner with academic institutions, nonprofits, and industry groups to craft bespoke programs that equip women with strategic, financial, and operational acumen. Participants are guided through real-world challenges, expanding both their confidence and their influencer circles.
Career progression is also enhanced through targeted sponsorship initiatives, where senior leaders are asked to advocate on behalf of their protégés in performance reviews and succession planning cycles. This breaks down the perception of “lone wolf” career journeys, embedding career development into the culture at all levels.
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Examples of Leading Companies Elevating Women in Leadership |
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Company |
Program Features |
Results |
|---|---|---|
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Tech Leader Inc. |
Mentorship, rotation, sponsorship, executive coaching |
32% jump in women promoted to VP over 3 years |
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Global HealthCo |
Flexible work, tailored leadership bootcamps, on-site childcare |
50% of senior management now female |
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Finance Innovators |
Diversity quotas for key promotions, pay transparency policies |
Eliminated gender pay gap at leadership level |
Stories from accomplished women shatter stereotypes and inspire new pathways for aspirants. Many current executives attribute their rises to a pivotal moment: a sponsor advocated for them in a meeting, a mentor coached them through a complex negotiation, or a company’s inclusive culture finally recognized their potential. Their success signals to others that not only is women and career advancement possible—it’s essential for the organization’s own progression.
These role models prove that setbacks—missed promotions, overlooked stretches, and work-life conflicts—are not dead-ends. Instead, each challenge can spark the drive to learn, adapt, and reach higher. Sharing their journeys amplifies the impact, offering a roadmap and hope for every woman striving toward senior leadership.
Work environment policies serve as both barriers and boosters for women and career advancement . Inclusive, transparent, and flexible practices accelerate career development, while inflexible or opaque systems reinforce inequality. The most forward-thinking organizations set explicit targets for hiring and promoting women, provide equal pay for equal work, and offer continuous training to eradicate unconscious bias.
Companies must go further—embedding support systems like paid parental leave, on-site childcare, and flexible work arrangements. Beyond compliance, these policies send a powerful signal to current and prospective female employees: your skills and ambitions are valued and supported here. When combined with strong leadership commitment, policy changes usher in lasting transformation.
To genuinely support women and career advancement , organizations should constantly review and update their policies in partnership with women employees. Collect feedback through anonymous surveys, conduct regular pay equity analyses, and audit promotion outcomes for gender bias. Transparent processes for performance appraisals and advancement opportunities counteract hidden prejudices and open doors for more women in the workplace to reach leadership positions.
Proactive organizations also make room for intersectionality—considering the unique needs of women with disabilities, women of color, and caregivers. The benefits of inclusive policies ripple widely: higher engagement, better retention, and the creative innovation born of true gender diversity.
Checklist: What Every Workplace Should Do to Support Women and Career Advancement
Review and revise promotion criteria for fairness
Ensure pay transparency and audit for gender bias
Offer flexible work arrangements and remote options
Implement and track mentorship/sponsorship programs
Provide leadership development opportunities for women at all levels
Create safe spaces for feedback, discussion, and advocacy
Perhaps the most glaring marker of progress—or lack thereof—is the persistent gender pay gap. Although progress has been made, women in the workplace still earn less than their male counterparts for equivalent roles and contributions. Understanding how to negotiate salary, advocate for pay audits, and push for systemic transparency is crucial for **career advancement** and for ending enduring inequities across every industry.
Women traditionally negotiate less aggressively, sometimes due to cultural conditioning or a lack of transparent salary benchmarks. Organizations can encourage pay equity with open policies, frequent benchmarking, and management training on negotiation best practices. Individual women should not hesitate to request compensation reviews, use data to anchor their asks, and network with role models who have successfully negotiated raises and promotions.
The gender pay gap isn’t equal across all industries and positions—it widens or narrows based on role, tenure, and the presence (or absence) of inclusive salary practices. For senior leaders, the gap can become a chasm; for entry-level workers, it’s a signal of future earning potential. Understanding and advocating around the data can help women position themselves for fair compensation throughout their career progression .
Progress will only accelerate if pay equity becomes a transparent, non-negotiable norm backed by regular audits. Leadership must champion equal pay, and government or professional regulatory oversight can help hold organizations accountable, ensuring no woman’s career advancement is limited by an opaque or inequitable compensation system.
Progress will only accelerate if pay equity becomes a transparent, non-negotiable norm backed by regular audits. Leadership must champion equal pay, and government or professional regulatory oversight can help hold organizations accountable, ensuring no woman’s career advancement is limited by an opaque or inequitable compensation system.
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Gender Pay Gap by Position, Industry, and Tenure |
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Position Level |
Tech |
Finance |
Healthcare |
Education |
|---|---|---|---|---|
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Entry Level |
$0.87 (W/M) |
$0.93 (W/M) |
$0.97 (W/M) |
$0.98 (W/M) |
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Manager |
$0.82 (W/M) |
$0.89 (W/M) |
$0.92 (W/M) |
$0.97 (W/M) |
|
Director |
$0.78 (W/M) |
$0.83 (W/M) |
$0.89 (W/M) |
$0.92 (W/M) |
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VP & Above |
$0.72 (W/M) |
$0.80 (W/M) |
$0.88 (W/M) |
$0.91 (W/M) |
Effective Negotiation Tips for Career Progress and Advancement
Research salary benchmarks for your position and industry
Enter negotiations with specific, data-driven asks
Highlight unique skills and quantifiable achievements
Practice negotiation conversations with trusted mentors or networks
Be persistent and clear about your career progression goals
Work-life balance isn’t a luxury—it’s a prerequisite for sustainable career advancement . For many, the COVID-19 pandemic accelerated the availability of flexible work and remote work arrangements, revealing vast potential for more inclusive, family-friendly workplaces. Employees—and especially women in the workplace —are demanding that organizations retain these lessons in their long-term approach to work environment design.
Creating room for career ambition alongside family life not only benefits women; it also increases engagement, reduces burnout, and fosters greater retention. Leaders are increasingly measured by their willingness to support flexible policies—providing not just permission but practical, cultural support for employees to pursue both professional and personal fulfillment.
The normalization of remote work and customizable schedules has knocked down some of the oldest barriers to women and career advancement . No longer do ambitious professionals have to choose between being in the office late or being present for their families. Companies that maintain these options find it far easier to attract and retain top female talent, supporting career progress through every life stage instead of making it contingent on outdated norms.
Savvy organizations invest in digital infrastructure, leadership training for managing hybrid teams, and clear metrics for evaluating productivity in non-traditional arrangements. This commitment doesn’t just advance individual careers, it reshapes the entire landscape—allowing the next generation of female leaders to pursue advancement without sacrificing personal milestones.
"Balancing ambition and family isn’t just possible — it’s essential for career fulfillment."
Technology is disrupting every norm—from AI-driven career progression tools to fully-virtual boardrooms—spurring new avenues for women and career advancement . Remote work, digital upskilling, and cross-border leadership roles are opening with unprecedented speed. Forward-thinking companies are seizing these trends to build more flexible, inclusive pipelines for leadership and innovation.
The next wave of change will be driven by women who embrace technology-fueled agility, who upskill continuously, and who build influence in new, digital spaces. Career progress for women will depend on the willingness to tackle new challenges—automation, global collaboration, and rapidly shifting workplace expectations—while drawing on the enduring power of networks and mentorship.
Emerging industries—tech, green energy, data analytics—are seeing rising numbers of women in newly created leadership roles. Those who build digital fluency and adapt to virtual team-building are climbing the ranks faster than ever before. The companies that thrive will be those that intentionally foster gender diversity in these new frontiers, tapping the full potential of women in leadership.
Emerging Opportunities for Women in Career Progression
AI and Data Science Leadership
Global Project Management and Digital Teams
Green Technology and Sustainability Initiatives
Cybersecurity and Privacy Roles
Entrepreneurship in Untapped Markets
Despite overwhelming data, myths persist that hinder true career progress for women: that leadership is “naturally” male, that equality has already been achieved, or that ambition and family are mutually exclusive. These misconceptions shape both individual attitudes and organizational behaviors, making it even more crucial to debunk them with lived realities and hard evidence.
Common Misconceptions Hindering Career Progress
“All the best jobs are already gender-neutral.”
“Women lack the confidence needed for leadership roles.”
“Work-life balance and career advancement don’t mix.”
“Quota policies mean less qualified hires.”
“Mentorship alone is enough—no need for sponsorship.”
The most significant barrier is the initial promotion to management—the “broken rung.” Without early advancement opportunities, far fewer women move up the pipeline to senior leadership. This effect is compounded by workplace bias, lack of mentorship, and organizational cultures slow to adapt to modern, inclusive norms.
Organizations should set transparent promotion criteria, invest in mentorship and sponsorship programs, and regularly audit for bias. Providing flexible work, equitable parental leave, and pay transparency are crucial steps. Leadership commitment to fostering diversity at all levels fuels lasting change for women in the workplace.
While core leadership competencies are shared, research suggests women often excel in collaborative, empathy-driven, and cross-functional leadership styles—traits increasingly valued in the modern workplace. Both men and women benefit from developing a broad toolkit of strategic, operational, and relationship-building skills.
Systemic undervaluation of women’s work, lack of pay transparency, and gendered negotiation practices keep the pay gap entrenched. Progress requires targeted audits, openness around compensation, and deliberate training to empower women during salary negotiations and reviews.
Women can overcome the broken rung by actively seeking mentorship, preparing for management roles early, and leveraging both internal and external networks to gain visibility. Advocating for fair review processes and requesting regular feedback can also increase promotion chances.
Joining professional associations, attending industry events, seeking mentors and sponsors, and nurturing contacts over time are key. Engaging with cross-functional teams and digital networking platforms further expands opportunities for learning and advancement.
Yes, flexible work policies provide pathways for women to balance personal responsibilities with career goals, reducing burnout and attrition. They also position organizations as employers of choice for top female talent, supporting sustained career progress.
Career progress is hindered by cultural and structural barriers
Active networks and mentorship drive advancement
Flexible work and inclusive policies enable sustained career development
Act now: Support inclusive policies, advocate for pay equity, join mentorship networks, and amplify the voices of women leaders where you work. By championing these changes, you’ll accelerate the journey toward meaningful, lasting women and career advancement for all.
Effective, excellent communication skills help women and career advancement chances improve and become obtainable. Communicating effectively helps not only in career advancement opportunities but also on job interviews. Communicating effectively helps people develop effective resumes and cover letters and improves their chance of landing a job interview. On a job interview, it helps you sell yourself in a clear, concise manner. Although effective communication helps improve women and career advancement potential, they need to add new skills continuously to keep refining and improving their communication skills.
Dressing appropriately and looking professional certainly helps women and career advancement successes go hand in hand. Dressing professionally and having a polished image could make the difference between the corporation or company offering you career advancement and them overlooking you. Women need to dress appropriately to present positive impressions in the workplace, even if the company has a casual dress code. Be sure your business attire presents the image you want visualized. You cannot go wrong with conservative business clothes that present a professional look. You never want to appear over dressed or under dressed. Be sure that any business clothes you purchase are good quality and coordinate well with other business wardrobe items to save you both time and money. Shoes should be stylish, in good repair and most importantly, comfortable as it is very difficult to accomplish anything when your feet are hurt.
Women and career advancement success means being on time, dependable, and follow attendance policies. Management often overlooks women that continuously run late when a career advancement position becomes available.
Physical therapist aides and assistants perform tasks and some physical therapy procedures that their supervising physical therapist selects. They work with the physical therapist to provide patients with services necessary to limit or prevent lasting physical disabilities, relieve pain, and improve mobility caused by disease or injury. Under a physical therapists supervision and direction, a physical therapist assistant often perform procedures such as massages, exercises, paraffin baths, electrical stimulation, and ultrasound. The physical therapy aide’s help patients move to and from treatment areas, keep the physical therapy areas organized and clean, order necessary supplies, and perform some clerical tasks.
The opportunities for career advancement in physical therapy for assistants are extremely good, with many choosing to continue their education to become physical therapists. The opportunities for career advancement in physical therapy for physical therapy aids include going back to school to become a physical therapist assistant or physical therapist.
A physical therapist provides patients with services that limit, restore or prevent permanent physical disabilities caused by disabling diseases, and conditions, or injury due to accidents. These include patients with cerebral palsy, arthritis, fractures, back pain, heart disease, Parkinson’s disease, and head injuries. They help improve the patient’s mobility, restore function, and relieve pain and suffering. For people considering this as a career, there are many opportunities for career advancement in physical therapy.
Treatment by a physical therapist often includes therapy and exercise for patients who lack endurance, strength and flexibility, resulting from partial or complete immobilization for any length of time. They work with the patients to build up their muscles, improve strength, flexibility, coordination, and range of motion. Physical therapists show patients how to use adaptive and assistive devices including wheelchairs and prostheses. Because they often practice and consult with many other professionals such as occupational therapists, nurses, speech pathologists, and physicians, there are many opportunities for career advancement in physical therapy, such as working as a team member in a healthcare clinic or accepting a position in private healthcare agencies. There are also opportunities for career advancement in physical therapy for those that want to specialize in areas such as geriatrics, neurology, pediatrics, cardiopulmonary, or sports medicine physical therapy.
The job outlook and opportunities for career advancement in physical therapy looks extremely promising. They expect the employment for physical therapists to continue to increase faster than many other occupations through the year 2014. This is due in part to the elderly population living longer, physical therapists reaching retirement age, and new medical technology, which increases the survival percentage of trauma victims, newborns with birth defects, and others with disabling conditions.
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