Statement from Wesley Walden, Managing Partner, McKinsey & Company, Australia and New Zealand.
We are focused on sustained, deliberate action to improve gender representation, including increasing the representation of women at the most tenured levels of our firm. Our pay gap is not where it needs to be and we are committed to focusing on the fundamentals that will close it over time.
Our workforce is currently close to a 50-50 gender ratio, with women making up 45% of our consulting employees.
We are dedicated to maintaining an equal and fair workplace and creating opportunities for all colleagues to grow and advance in their careers.
3rd March, 2026.
2026 McKinsey & Company Australia and New Zealand Office figures and drivers
For the 2024 – 2025 Workplace Gender Equality Agency (WGEA) reporting period, published in March 2026, our median total company pay gap is 37.1% and our median base salary company pay gap is 28.7%. Our mean total company pay gap is 50.5% and our mean base salary company pay gap is 37.1%. The median and mean pay gap should not be confused with a like-for-like pay gap, which refers to two people being paid differently for the same role. We do not have a like-for-like pay gap anywhere in our organisation.
The chart below divides the total remuneration full-time equivalent pay of all employees into four equal quartiles. The proportionately larger representation of men in the upper quartile and the proportionately larger representation of women in the lower quartile remain the two core drivers of our firm’s pay gap.
