Today we received recognition for our efforts to achieve gender equality here at McKinsey: a top ten position in Working Mother's ranking of the 100 best employers in the United States. The ranking reflects the strength of the programs we've put in place to support working mothers and the excellent qualities that strong women bring to McKinsey.
Recognition of this kind is humbling. While the Working Mother ranking is a significant accolade, we understand we aren't where we want to be in terms of gender diversity. Neither is the broader business world. That's why we're redoubling our efforts—including making specific commitments as part of the UN Women HeForShe campaign—and continuing to invest in research that analyzes the business case for gender diversity and contributes to greater understanding of the multiple factors that are barriers for women in the workplace.
Keep an eye out later this week for the publication of a major research report by the McKinsey Global Institute exploring the contribution gender equality could make to global economic growth.
On the ground, we've strengthened support for women at McKinsey with three new initiatives:
All In is a McKinsey-wide effort, led by McKinsey partners reporting to our global managing director, to strengthen, attract, and develop colleagues with diverse backgrounds, leadership styles, and ways of thinking. The initial focus is on recruiting, retaining, and developing women. During its first year, All In helped expand existing programs (for example, our Next Generation Women Leaders Award and recruiting program) while also introducing brand-new elements, including training for both men and women on how unconscious biases affect business and decision making.
Pace adds a new dimension to our suite of flexibility programs by providing an option for consultants to stay in their current role without harming their prospects for advancement. While professional-services firms traditionally have used an "up or out" model, in which people advance at a standard rate, Pace gives participants greater control over their career progression. The program is open to all consultants and can be particularly helpful for women, who may feel intense pressure to catch up after maternity leave.
Ramp Off, Ramp On
Ramp Off, Ramp On started in North America and has now been rolled out globally. It provides expectant mothers with more advice, support, and information so they can prepare for an extended leave and stay connected during that leave—as much or as little as they wish. The program includes an assigned counselor who facilitates transitions and makes going on and returning from leave as seamless as possible. In addition, the counselor pays special attention to tailor the returning consultant's review process to account for her time away.
We also want to acknowledge one of our colleagues who was instrumental in highlighting our efforts as part of the Working Mother evaluation process: director Celia Huber. Additionally, our honoree for Working Mother of the Year Nora Gardner, a principal in our Washington, DC, office, embodies our core value of "make your own McKinsey." She has created true work-life balance, leading collaborative efforts within our Organization and Public Sector Practices and spearheading many of our initiatives within McKinsey, all while raising her two young children. It's inspiring to have mentors like Celia and Nora at McKinsey.
You can read about other programs on our Careers website.