Mckinsey

Despite progress in the workplace over the past decade, parity for all women is almost 50 years away, according to McKinsey’s Women in the Workplace 2024: The 10th anniversary report, developed in partnership with LeanIn.Org.

In the tenth year of our Women in the Workplace research, in partnership with LeanIn.Org, we reflect on the notable gains women have made—and how their experiences at work are, in many ways, the same or worse than ten years ago. Sustainable progress toward parity requires that companies recommit to change.

Middle managers confront endless administrivia—and in many cases, burnout. Will gen AI threaten their jobs or lessen their burden?

When you ask someone about their career goals, they may say, “I want to be a school principal” or “store manager” or “leading the team discovering a cure for a devastating disease.”

Labor force participation rates in advanced economies is expected to slow or even reverse in the coming years. 

As generative AI begins to reshape jobs, leaders have an opportunity to reimagine work, the workplace, and the worker. Five actions can help.

Many workers are disengaged, and that’s destroying productivity and value. Here’s how employers can help boost morale and reengage their workers.

To drive optimal value, the middle manager role needs to change. It will require action by both managers and senior leaders.

Professional women’s progress can feel painfully slow. At this point, what’s really holding women back?

Companies need to uplift their much-maligned middle managers. Not merely a midpoint to the top, they are the true center of the organization.

Flexible work can deliver both better employee engagement and real estate savings. Here’s how tenants and investors can prepare.

Our work with the Rework America Alliance highlights how a skills-based approach can help US employers expand talent pools and retain great workers—even through economic uncertainty.

Jerks at Work author Tessa West shares research and insights about the damaging effect of toxic behavior in the workplace and offers strategies for effectively coping with it.

Women are doing more to support employee well-being but face higher stress levels as a result. Here’s how leaders can help.

How to take action to support LGBTQ+ employees—not just during Pride Month, but year-round.