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Women at McKinsey

A moral and strategic imperative

Attracting and developing exceptional talent is core to our mission. If we do not have equal representation of women, we are missing out on critical talent.

At McKinsey, our “All In” commitment reflects a deep, long-standing practice of bringing everyone’s voices to the table, recruiting diverse talent, and creating an exceptional environment for growth and the advancement of women.

Over the past decade, we have led cutting-edge research establishing the connection between women’s inclusion and business success. That research informs our work and approach to improving gender parity in our own firm and beyond.

Our Commitment

Women at McKinsey

Our commitment to inclusion and equality for women is embedded into the fabric of our firm. It is an integral part of our mission to attract, retain, and develop the most talented and qualified people in world.

Best-in-class flexibility and parental-leave programs, inclusive leadership and unconscious-bias training, and our global initiative to ensuring women are well sponsored are just a few policies and practices that enable women at McKinsey to balance a full life with an exceptional career.

Learn more about McKinsey Women on our careers website.

Championing progress

We are proud to be one of 9 corporate IMPACT champions of the UN HeForShe campaign—a groundbreaking initiative that engages global leaders – especially male allies – as advocates for gender equality. As we improve our representation of women at all levels of our global firm, we are committed to measuring and reporting on our progress. In 2019, women represented 44 percent of our firm and 39 percent of managers. Our research and experience show that closing the gender gap requires a concerted, multiyear effort, and we will continue to focus relentlessly on implementing our identified best practices until we achieve gender parity.

“As I talk to CEOs around the world, gender equality, diversity, and inclusion are at the top of their agendas. That’s why it has been so helpful to learn from other HeForShe Champions to ensure that we are doing all that we should while also sharing our own learnings as to what it takes to attract, develop and retain female talent.” – Kevin Sneader, global managing partner

2019 Social Responsibility Report

Learn how we are helping create positive, enduring change in the world
Read our report

External Recognition

Working Mother 100 Best Companies

We have been consistently rated as one of Working Mother magazine’s 100 best companies for working mothers. For four of the past five years, we have earned a spot as one of the top 10 companies on that list.
Learn more

Latest thinking

For two decades, our research has shaped the debate on women in the workplace across the world.

With over 20 major reports, we have established a compelling business and economic case for greater diversity and women’s inclusion. Our research also identifies common global barriers to gender parity as well as change drivers, enabling us to develop bold approaches to advancing women and girls in work and society.

Women in the Workplace 2019

How dual-career couples find fulfillment at work
 

The future of women at work: Transitions in the age of automation

One is the loneliest number

Partnerships

By working in partnership with others, we seek to advance gender parity in our firm and more widely in business and society.

We are active participants in coalitions of leading companies committed to increasing their representation of women. We have also helped to convene initiatives, such as Australia’s Male Champions of Change and Germany’s Chefsache, which work to advance women in leadership across those countries. Through our partnership with LeanIn.Org, we have developed the largest data set of the experience and attitudes of women and men in the US workplace.

Blog Stories about our people

The women behind Women in the Workplace

A champion for women in the Middle East joins the World Economic Forum’s Young Global Leaders

Brain researcher takes on bias