Navigating McKinsey with a disability

Yes. One of our values is to embrace diverse perspectives with curiosity and respect, including the perspectives of people with disabilities. We are also a global thought leader on the benefits of diverse and inclusive teams.

Access McKinsey provides a welcoming network for colleagues with visible disabilities like mobility impairments, as well as non-visible disabilities like learning disabilities and chronic health conditions.

Spanning the globe, Access McKinsey members share best practices and raise awareness of disability inclusion to ensure that people with disabilities are supported to develop, achieve, and contribute their full potential to our firm and our clients.

No. McKinsey complies with all non-discrimination laws.

As a federal contractor or subcontractor, McKinsey is required by law to ask US applicants about their disability status. This question helps inform us in measuring our progress toward our diverse workforce goals. Similarly, this question may appear in regions where such applicant data is necessary for compliance purposes.

Responding to this question is voluntary and completing (or not completing) the form will not negatively impact you in any way. Should you choose to respond, we will maintain your answer confidentially; it will not be seen by a recruiter or anyone else involved in making hiring/personnel decisions.

Accommodations are made on a case-by-case basis in accordance with local law, our values, and our policies. Accommodations will vary depending on the individual’s needs and the role they are applying for.

To request accommodations, reach out to your recruiter. They will work with you to understand what accommodations you need to comfortably participate in our interview process.

Your recruiter may ask you for a letter from a certified medical or on-campus professional that describes the disability-related challenges you encounter (without stating a diagnosis) and how these challenges relate to your ability to participate in our interviews.

We may require a letter from a certified medical or on-campus professional to determine whether reasonable accommodations are needed, and to understand how we can best support you. This documentation requirement is part of how we ensure we provide an equitable interview process for all candidates.

McKinsey recruiters do not share the disability status or accommodation needs of candidates with other recruiters, thus your various points of contact in our recruiting process may not all be aware of previous accommodations or disclosures of disability status.

We invite you to request the disability-related accommodations you need in order to comfortably complete each stage of your interview process with us.