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Inclusion and Diversity

Our commitment to inclusion and diversity is embedded in our firm’s history and daily practice.
McKinsey colleagues meet in our Washington DC office.

At McKinsey, inclusion and diversity are critical to achieving our dual mission—to help our clients make substantial, lasting performance improvements and to build a firm that attracts, develops, excites, and retains exceptional people.

Our inclusive culture enriches our creativity, innovation, and problem-solving abilities. Our teams incorporate diverse perspectives that strengthen our client impact.

We run C-level-executive master classes to help newly hired or promoted senior executives from underrepresented groups succeed, including LGBTQ+ senior executives, pictured here at a master class in London.

Through our policies, systems, and culture, we strive to create an exceptional global environment for all colleagues. Additionally, we have vibrant support networks for women, members of the LGBTQ community, colleagues from minority ethnic groups, parents of special-needs children, and colleagues with disabilities. Leaders of these groups regularly report progress across the organization and help shape our policies and practice. We consistently invest in learning efforts to help all of our colleagues—including all partners, interviewers, and other leaders—to increase their awareness of potential unconscious biases.

In addition to our internal efforts, we invest heavily in research on the business and economic case for diversity and help our clients to address the challenges they face around diversity, through the work of our Organization Practice.

Latest thinking

Diversity Matters

Our research on diversity has uncovered a significant relationship between a more racially and gender diverse leadership and better... financial performance.

Women in the Workplace

Our Women in the Workplace survey, conducted in partnership with LeanIn.Org, finds that women remain underrepresented across US... corporations—especially at senior levels of leadership.

People Analytics

More sophisticated analyses of big data are helping companies identify, recruit, and reward the best personnel.

Women at McKinsey

Since 2007, our Women Matter research series has explored the role women play in the global workplace. More recently, our annual Women in the Workplace survey, in partnership with LeanIn.Org, gives companies the data and insights they need to accelerate women’s paths into leadership. McKinsey Global Institute’s Power of Parity research estimates the size of the global economic opportunity from achieving gender parity in society.

In the past year, we have shared our latest findings in over 50 major conferences and workshops internationally, and our research has been cited more than 300 times in leading publications, including the following:

The Wall Street Journal

How men & women see the workplace differently

Washington Post

Why this big gap for women in the workplace should get much more attention

Financial Times

Close the workplace gender gap to boost economy

CNBC Africa

Africa sees more women in leadership roles, interview with McKinsey partner Tania Holt


5 myths about America’s gender gap


There’s a $2 trillion GDP boost in shrinking the US gender gap

Our firmwide “All In” initiative engages colleagues of all genders around the world to develop and share innovative ways of working that promote gender inclusivity. As a firm, we have also taken steps to ensure our policies and processes do the same. Examples include the following:

  • Best-in-class flexibility. In addition to opportunities to work part-time programs, flexibility at McKinsey can include global mobility options, the chance to experiment in different industries and business functions, extended leaves, ‘pausing the clock’ to stay in your current role longer, the opportunity to shape your own program and, most broadly, to ‘make your own McKinsey.’
  • Making McKinsey work for parents is vitally important. To that end, we offer distinctive leave policies for birth and adoptive parents as well as a range of other health and wellness benefits and programs.
  • A global sponsorship initiative. Our research shows that women are more likely to succeed if they have a “sponsor”—someone who will stretch them, create opportunities for them, and advocate for them. To that end, we've launched a firm-wide sponsorship initiative to ensure that all our women and men are adequately and equally sponsored.
  • Inclusive leadership training. We continually strive to build inclusive culture and mindsets. To that end, we run workshops and trainings to promote inclusive management practices and raise awareness of personal biases. We have changed organizational processes to reduce the opportunity for personal biases to affect decision making processes.
As one of ten impact champions for UN Women’s HeForShe initiative, McKinsey has signed the Women’s Empowerment Principles and made a public commitment to advancing gender equality.

Photo: Dominic Barton (2nd from left), McKinsey’s global managing director, takes part in a panel discussion with UN Women Goodwill Ambassador Emma Watson (right) and other HeForShe impact champions at the World Economic Forum in January 2016.

Along with other impact champions, we have chosen to publish information about our progress toward gender parity. The first progress report was published in January 2016:

  • Overall representation of women at the firm: 41%
  • Representation of women in all new hires: 39%
  • Representation of women in senior leadership (top 6% of our firm): 11%
2014 data (latest available at the time of publication). Publication of the next update (2015 data) by UN Women is expected in early 2017.

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

We are proud to be one of five impact champions to meet the UN’s range for “gender parity” at the overall organizational level. At the same time, the data show that none of the impact champions has yet achieved gender parity in its senior leadership, and we recognize the challenge ahead of us. Globally, we have increased the proportion of job offers we make to female candidates by eight percentage points over the last two years. We are committed to making significant progress toward gender parity at the firm by 2020. We also review pay equity annually.

We work in partnership with other organizations on gender diversity. As a member of the US 30% Club, our global managing director, Dominic Barton, is one of 47 chairman and CEO members who have publicly committed to better gender balance at all levels. In the United States, we support the Forté Foundation to help women achieve fulfilling, successful business careers. In Germany, we are a founding member of the Chefsache initiative, and, in Australia, we have been part of Male Champions of Change since its beginning.

Learn what it’s like to work at McKinsey on our Careers site.


Diversity hero

McKinsey colleagues celebrate diversity at the San Francisco Pride Parade. Our GLAM and GLAM Allies network provides support and development opportunities for LGBTQ+ colleagues.

Since 1995, our professional network, GLAM (gay, lesbian, bisexual, and transgender at McKinsey), has been the focus of our commitment to LGBTQ+ inclusivity. It provides extensive professional development opportunities for LGBTQ+ colleagues, as well as mentorship from openly LGBTQ+ leaders. GLAM also acts as an adviser to the firm to help us ensure we have fully inclusive benefits and policies in support of nontraditional families and transgender colleagues.

GLAM has evolved and grown globally to include people of all orientations. To expand our efforts, we created GLAM Allies groups for straight colleagues who want to get involved and extend GLAM’s influence. We were the first management consulting firm to specifically focus recruiting efforts on attracting more talented LGBTQ+ individuals into our community.

We’re proud to be one of the very few employers to achieve a score of 100 in the Human Rights Campaign Foundation’s corporate-equality index for LGBT equality every year since 2006, when we first joined the survey.

Ethnic Diversity

Inclusion and diversity at McKinsey

McKinsey is partnering with the Executive Leadership Council, an organisation dedicated to increasing the number of successful black executives in the US and worldwide. McKinsey colleagues are pictured here alongside leaders of ELC and participants in our inaugural C-Suite Academy for black executives in New York.

Our offices around the world seek to attract, retain, and develop the most talented and qualified people wherever we work.

For example, the McKinsey Leaders Program in our Johannesburg office is designed to create future generations of black South African leaders. In 2017, this office achieved Broad-Based Black Economic Empowerment (B-BBEE) Level 1 contributor status under the latest Codes of Good Practice. The codes are the South African government’s initiative to address historical disparity in access to economic opportunities for previously disadvantaged groups. We remain committed to supporting South Africa’s transformation, by creating career opportunities for black professionals and through our supplier development program.

In the United States, our Sophomore Diversity Internship program offers opportunities to Hispanic and Latino sophomores.

We have global support networks for our diverse colleagues. Our Black Network celebrated its 25th anniversary last year; and we have organizations for Hispanic and Latino and Asian and Asian-American colleagues.

Colleagues in these networks are committed to one another’s success and to supporting McKinsey’s aim to attract more talented individuals to the firm. In addition to specific training and development, these networks create opportunities for colleagues, clients, and alumni to network and build connections through regular events and activities.