Women constitute approximately 50% of the population and have been an active part of the U.S. workforce for over half a century. Yet women continue to be poorly represented in leadership positions within business, government, medical, and academic hierarchies. As of 2018, less than 5% of Fortune 500 chief executive officers are female, 20% of the U.S. Congress is female, and 34% of practicing physicians are female. The decreasing representation of women at increasing levels of power within hierarchical professions has been called the “leaky pipeline” effect, but the main cause of this phenomenon remains contentious. Using a mathematical model of gender dynamics within professional hierarchies and a new database of gender fractionation over time, we quantify the impact of the two major decision-makers in the ascension of people through hierarchies: those applying for promotion and those who grant promotion. We quantify the degree of homophily (self-seeking) and gender bias in a wide range of professional hierarchies and demonstrate that intervention may be required to reach gender parity in some fields. We also preview an in-progress effort to extend the model to quantify racial bias and homophily in professional hierarchies.