2024年职场女性：十周年报告（英文版 ）-麦肯锡

Womenin

theWorkplace

THE10THANNIVERSARYREPORT

2024

2|WOMENINTHEWORKPLACE:ABOUTTHESTUDY/TABLEOFCONTENTS

WomenintheWorkplaceisthelargeststudyonthestateofwomenincorporateAmerica.1Forthis10thanniversaryreport,weanalyzeddata

fromthepastdecadetobetterunderstandprogress,decline,and

stagnationinwomen’srepresentationandexperiences.Overthelast10years,morethan1,000companieshaveparticipatedinthestudyandover480,000peopleweresurveyedontheirworkplaceexperiences.In2024,wecollectedinformationfrom281participatingorganizationsemployingover10millionpeople,surveyedmorethan15,000employees,and

conductedinterviewswithpeopleofdiverseidentities,includingwomenofcolor,LGBTQ+women,andwomenwithdisabilities.2In2015,

LeanIn.OrgandMcKinsey&Companylaunchedtheannualstudytogive

companiesinsightsandtoolstoadvancegenderdiversityintheworkplace.

Signuptoparticipateinthe2025studyat

.

ABOUTTHESTUDYIntroduction3

PART1

A10-yearlookatwomen’srepresentation4

PART2

A10-yearlookatcompanypractices

13

PART3

A10-yearlookatwomen’sexperiences

30

PART4

Adata-drivenapproachtosolutions

45

3|WOMENINTHEWORKPLACE:INTRODUCTION

After10years,thepathforward forcorporateAmericaisclear:staycommittedandkeepgoing

Aswereflectonwhat’shappenedincorporateAmericaoverthelastdecade,threethingsaretrue.

Companiestookaction,andthisledtoimportantprogress—morewomeninleadership,better

policiesforemployees,andincreasedeffortstofosterinclusion.Changeishardandmessy,and

we’resomewhereinthemiddleoftheshiftsneededtofixthepipelineandmakethecultureof

workmoreequitable.Ifyoulookcloselyatthenumbers,gainsaremorefragileandlessextensive

thantheyfirstappear,whichmeanscompaniesneedtopushfurther.

Takenaltogether,thescorecardforcorporateAmericaismixed,butwithenoughbrightspots tobelievemanyorganizationshavemomentum.Wewouldbecautiouslyoptimisticaboutthefuture,ifitweren’tforoneglaringfindinginthisyear’sstudy:companycommitmenttodiversity

isdeclining.Atamomentwhencompaniesshouldbedoublingdownontheirefforts,

thereareearlysignstheyarepullingback.

Aswelookaheadtothenext10yearsofwomenintheworkplace,ouraskofcompaniesissimple:

keepgoing.Overthelastdecade,womenhaveremainedambitiousandcommittedtotheirjobs.

Now,weneedcompaniestostayambitiousandcommittedtotheimportantworkthey’vestarted.

WebelievecorporateAmericacandobetter,andweknowwomendeservebetter.

PART1

A10-YEARLOOKATWOMEN’SREPRESENTATION

Therehasbeenrealprogress—butit'ssurprisinglyfragile

Overthepastdecade,therehavebeenimportantgainsforwomenateverylevelofthecorporatepipeline,particularlyinseniorleadership.3Thisprogressmatters:researchshowsthatcompanieswithmorewomeninleadershipbenefitfromgreaterinnovation,healthiercultures,andstrongerperformance.4Andinadditiontoofferingvaluableskillsandperspectives,womenleadersinspirethenextgenerationofwomentomaketheirmark.

However,thepipelineisnotashealthyasthenumberssuggest.Atthebeginning,toofewwomen—andespeciallywomenofcolor—areadvancingintomanagementpositions.Overthelastseveral

years,theprimarydriverofprogressforwomeninseniorleadershiphasbeenareductioninlineroles.Andatthehighestlevel—theC-suite—whatdrovegainsinrepresentationwillbenearly

impossibletoreplicateintheyearstocome.

Atthecurrentrateofprogress,itwilltakealmost50yearstoreachparityforallwomenincorporateAmerica—andthatassumescompaniescantranslatetheirsomewhatprecariousmomentuminto

moresubstantialandsustainablegains.

5|WOMENINTHEWORKPLACE:WOMEN'SREPRESENTATION

Womenhavemademeaningfulgainsinrepresentationoverthepastdecade

WomenofcolorremainvastlyunderrepresentedincorporateAmerica.

Womenofcolorhaveexperiencedlargerrelativegainsoverthepastseveralyears.Butgiventheirsignificantunderrepresentationtostart,theystillhavealongwaytogotoreachparitywithwhitewomen.Womenofcolorholdjust7percentofC-suiteroles,comparedtowhitewomen’s22percent.

Overthepast10years,women’srepresentationhasincreasedateverylevel.Mostnotably,womentodaymakeup29percentofC-suitepositions,comparedtojust17percentin2015.Butprogresshasbeenmuchslowerearlierinthepipeline,attheentryandmanagerlevels.

Women’srepresentationincreasedacrossthepipelinefrom2015to2024

Changeinrepresentationofwomen(2015–2024)andofwhitewomenandwomenofcolor(2017*–2024)5

2024

2023

2022

2021

2020

2019

2018

2017

2016

2015

%pointchange6

ENTRYLEVEL

WomenOverall

WhiteWomen

WomenofColor

48%

28%

19%

48%

29%

18%

48%

29%

19%

48%

30%

17%

47%

29%

18%

48%

30%

18%

48%

31%

17%

47%

31%

17%

46%

–

–

45%

–

–

+3%

-3%+2%

MANAGER

WomenOverall

WhiteWomen

WomenofColor

39%

27%

13%

40%

27%

13%

40%

27%

14%

41%

28%

12%

38%

26%

12%

38%

27%

12%

38%

27%

12%

37%

26%

11%

37%

–

–

37%

–

–

+1%+2%

+2%

DIRECTOR

WomenOverall

WhiteWomen

WomenofColor

37%

28%

10%

36%

27%

9%

36%

26%

10%

35%

27%

9%

33%

25%

9%

34%

26%

9%

34%

26%

8%

33%

26%

8%

33%

–

–

32%

–

–

+2%+2%

.+5%

VP

WomenOverall

WhiteWomen

WomenofColor

34%

26%

8%

33%

26%

7%

32%

24%

8%

30%

24%

7%

29%

24%

6%

30%

24%

7%

29%

24%

6%

29%

23%

6%

29%

–

–

27%

–

–

+3%+2%

.+7%

SVP

WomenOverall

WhiteWomen

WomenofColor

29%

22%

6%

27%

21%

7%

28%

23%

6%

27%

22%

5%

28%

23%

5%

26%

21%

5%

23%

19%

4%

21%

18%

4%

24%

–

–

23%

–

–

+4%+2%

+6%

C-SUITE

WomenOverall

WhiteWomen

WomenofColor

29%

22%

7%

28%

22%

6%

26%

21%

5%

24%

20%

4%

21%

19%

3%

21%

18%

4%

22%

19%

4%

20%

18%

3%

19%

–

–

17%

–

–

+4%+4%

+12%

*2017istheearliestyearforwhichdatawerereportedbyrace

6|WOMENINTHEWORKPLACE:WOMEN'SREPRESENTATION

Acloserlookatthe2024corporatepipeline

Asinyearspast,womenremainunderrepresentedacrossthepipeline.Andthisgendergapinrepresentationpersistsregardlessofraceandethnicity.Simplyput,menalwaysoutnumberwomen.

Employeesbygenderandracebylevelatthestartof20247

Eachsquareequals1%ofrepresentation

C-SUITE

SVP

VP

WHITEMENASIANMENBLACKMENLATINOS

WHITEWOMENASIANWOMENBLACKWOMENLATINAS

MENWOMEN

Despitevirtuallyidenticalrepresentationattheentrylevel,Asianmen’srepresentationintheC-suiteismorethandoublethatofAsianwomen’s.

Therepresentationofwomenofcolorfallsoffrelativetowhite

employeesandmenofcolorateverylevel,leavingthemseverelyunderrepresentedatthetop.

Whitemenaretheonlygroup

vastlyoverrepresentedatthetopofcorporateAmerica:theymakeupathirdofentry-levelworkers,butoverhalfofC-suiteexecutives.

DIRECTOR

MANAGER

ENTRYLEVEL

Blackwomenexperiencethegreatestdropin

representationatthefirstpromotiontomanager.

Relativetotheirpopulation,Latinasarethemostunderrepresentedatthebeginningoftheircareers.8

7|WOMENINTHEWORKPLACE:WOMEN'SREPRESENTATION

“

I’mdefinitelyseeingwomeninhigherpositions.That’sgottenalotbetter.

But,whenitcomestoseeingother

typesofdiversityinthosepositions,westillhaveawaystogo.”

Blackwoman,manager,2024

8|WOMENINTHEWORKPLACE:WOMEN'SREPRESENTATION

Womencontinuetofacebarriersatthebeginningofthepipeline

Womenremainlesslikelythanmentobehiredintoentry-levelroles,whichleavesthemunderrepresentedfromthevery

beginning.Then,atthefirstcriticalstepuptomanager,womenarefarlesslikelytogetpromoted,andthisisnotimproving.Forevery100menpromotedtomanagerin2018,79womenwerepromoted.Andthisyear,just81womenwere.Asaresultofthis“brokenrung,”mensignificantlyoutnumberwomenatthemanagerlevel,whichmakesitnearlyimpossiblefor

companiestosupportsustainedprogressatmoreseniorlevels.

Womenarestillunderrepresentedfromtheget-go…9

Womenhold59%ofbachelor’sdegrees…represent51%ofthepopulation

…yetonlymakeup48%ofentry-levelemployees

…Andcontinuetolosethemostgroundatthefirststepuptomanager

In2024,Latinasfacedtheirworstbrokenrung.

Ratioofpromotionstomanagerforwomenandmen,2018–2024,assumingequalnumbersofeachgroup10

100

2023

2024

81

Forevery100menpromotedtomanager,fewerwomenarepromotedtomanager

65

2022

2021

2020

2019

2018

89

99

54

MENWOMENOVERALLWHITEWOMENASIANWOMENBLACKWOMENLATINAS

Followingnotableimprovementsin2021and2022,Blackwomen’spromotionratesthisyearregressedto2020levels.12

Asianwomenhaveexperiencedthegreatestimprovementsinthebrokenrung,butencountersignificanthurdleslaterinthepipeline:alongsideLatinas,theyhavethelowest

promotionratesfromdirectortoVP.11

9|WOMENINTHEWORKPLACE:WOMEN'SREPRESENTATION

“

Atmypreviousjob,Ihadallthe

credentialsandhadbeenatthe

companyforyears.Iappliedto

becomeamanagerandgotpassed

over.Theguywhogotthejobdidn’thaveallthecredentials,didn’thavealltheexperience,andhadnever

beenamanagerbefore.”

Whitewoman,manager,2022

10|WOMENINTHEWORKPLACE:WOMEN'SREPRESENTATION

Women’sprogressinseniorleadershipismorefragilethanitappears

WomenmademodestbutmeaningfulgainsattheVPandSVPlevelsfrom2018to2024,mostlydueto

theirgrowthinstaffroles.Butthemaindriveroftheincreaseinwomen'srepresentationattheselevels

wasareductioninthenumberoflineroles,whichdisproportionatelyimpactedmengiventheyholdmoreofthesepositions.13

IntheC-suite,women’sprogresswasevenlesssustainable.Whilethereductionoflineroleswasstillafactor,theprimaryreasonwomen’srepresentationincreasedwasthatcompanies,onaverage,addedastaffrole

andweremorelikelytohireawomanintothisnewposition.14Sincecompaniescannotaddnewstaffrolesindefinitely,thisisnotaviablepathtoparity.

…AndintheC-suite,women’sgainsweredrivenbyaddingastaffrole

%shareofC-suitemadeupofwomeninlineandstaffroles,2019–2024

Thefastest-growingpositionsinthe

C-suiteareallstaffroles:from2018to2023,theC-suitetitlethatexperiencedthelargestincreaseinnumberofhireswaschiefdataofficer,followedby

chieflegalofficerandchiefhumanresourcesofficer.17

2020

2022

2021

2023

2019

2024

25%

20%

Womeninstaff

18%

16%

13%

11%11%

11%11%11%

Womeninline

10%

10%

9%

0%

Women’sgainsatVPandSVPweredrivenbyadecreaseinlineroles...

Percentage-pointdifferenceinrepresentationforwomenandmenatcombinedSVPandVPlevelsfrom2018to202415

5%

2%

MENINLINE

MEN

INSTAFF

Linerolesarepositionswithprofit-and-lossresponsibilityand/orafocusoncore

operations.Staffrolesarepositionsinfunctionsthatsupporttheorganization

0%

WOMENINLINE

WOMENINSTAFF

-7%likehumanresources,legal,andIT.16

11|WOMENINTHEWORKPLACE:WOMEN'SREPRESENTATION

Despiteprogress,parityforallwomenis

Yearstoparityestimatesweremodeledusingdatafromparticipatingcompanies.CurrentC-suiteandSVPrepresentationwasprojectedforwardusingsimulationsuntilparitywasreached.18

almost50yearsaway

Atthecurrentpaceofprogress,itwilltake22yearstoreachparityforwhitewomen—andmorethantwiceaslongforwomenofcolor.Putanotherway,itwilltake48yearsfortherepresentationofwhitewomenandwomenofcolorinseniorleadershiptoreflecttheirshareoftheU.S.population.Thisistrueparityforallwomen.

Toachievethis,companieswillneedtomaintaintheircurrentrateofprogress,whichmeansaddressingweakspotsintheirpipeline.Formostcompanies,thismeansfixingthebrokenrungonceandforall,investingmoreenergyindevelopingwomenleaders,andholding

themselvesaccountableformoresubstantiveprogressintheC-suite.

ParityforwhitewomenTodayParityforwomenofcolor

22years48years

12|WOMENINTHEWORKPLACE:WOMEN'SREPRESENTATION

“

WhenIfirstjoinedtheworkforce,itwascompletelyaboys’club.

Onafloorof60people,there

wereonlythreewomen,andI

wasoneofthem.Ifeltcompletelyoutoftouchanddidn’tfeellike

Ibelonged,Ididn’tfeelconfidentinmyskin...Butthingshave

improveddramaticallysincethen.”SouthAsianwoman,manager,2024

PART2

A10-YEARLOOKATCOMPANYPRACTICES

Despitemakingimportantheadway,companiesstillhavecriticalworktodo

Overthelast10years,companieshavetakenstepstosupporttheadvancementofwomenandmaketheworkplacemoreequitable.Andemployeesrecognizethis:amajoritythinkwomenhavemoreopportunitiestoadvanceandpointtocompanies’increasedeffortstomaketheworkplacemoreinclusive.

Companieshaveputmorepracticesinplacetode-biashiringandperformancereviews,twoofthebiggestleversofemployeeadvancement.Theyhaveprioritizedequityandinclusionwith

managersandinvestedmoreheavilyintrainingemployeestorecognizebiasandpractice

allyship.Flexibility—atoppriorityformostemployees—hasbecomethenorminmanycompanies.Andperhapsmostcritically,farmorecompaniesnowoffersupportstoparents,caregivers,and

employeesfacinghealthissues.19

However,thereisclearevidencethatcompaniesneedtopushfurther.Forexample,fewer

companiesareinvestingincareerdevelopmentandsponsorshipprogramsthataddresstheuniquechallengesofwomenandwomenofcolor.Andalthoughwellintended,companyeffortstoactivateemployees—whohaveacriticalroletoplayinchangingthecultureofwork—havenottranslated

intoenoughaction.

14|WOMENINTHEWORKPLACE:COMPANYPRACTICES

Companiesaredoingmoretode-biashiringandperformancereviews—butneedtogofurther

Companieshaveimplementedmorepracticestomakehiringandperformancereviewsfair.However,thereisroomforimprovement.Onlyabout1in4companieshaveadoptedallofthecorepractices

expertsrecommend,andcompanieswiththefullarrayofpracticesinplacetendtomakethegreatest

stridesinadvancingwomen.20Additionally,givenpersistentweakspotsinthepipeline,companieswouldbewellservedtoapplyrigortoexistingpracticesandtrymoreinnovativeapproaches.

Companieshavemorecorepracticesinplacetode-biashiring…

%ofcompaniestakingthefollowingactions21

73%

76%

69%

63%

61%

…Andperformancereviews

201820212024

100%

Developclearevaluationcriteriabeforecandidatesareconsidered

72%

Offerbiastrainingforevaluators

53%

47%

57%

Usediverseslatesofsimilarly

qualifiedcandidatesforpositions

%ofcompaniestakingthefollowingactions

2018

2021

2024

100%

80%

76%

72%

59%

47%

31%

ClearevaluationcriteriaReminderstoavoidbias.

Fewercompanieshaveadoptedmoreinnovativepracticestorootoutbias.Forexample,only1in3haveamechanismfor

surfacingbiasedevaluationsorcommentsduringperformance

reviews.Andjust1in10removeidentifyingcandidateinformationfromeitherrésumésorworksamples.22

Only27%ofcompanieshaveall

fiveofthesecorepracticesfor

de-biasinghiringandperformancereviewsinplace.

15|WOMENINTHEWORKPLACE:COMPANYPRACTICES

“

Ithinkaboutkeepingwomenand

womenofcolorsatisfiedandstayingwiththeorganization,andIthink

thebiggestthingcompaniescould

doistomakesuretheyarenotbeingreviewedmoreharshlythantheir

peers.Often,weareheldtohigherstandardsthanourpeers,which

impactsusforsalariesorpromotions.”Latina,seniormanager,2024

16|WOMENINTHEWORKPLACE:COMPANYPRACTICES

Companieshavescaledbackprogramsdesignedtoadvancewomen

Womenfacedistinctbarriersthatprogramstodevelopandadvancewomencanhelpaddress.23Yetthere’sbeenadeclineincareerdevelopment,mentorship,andsponsorshipprogramsgearedtowardwomen—andrelativelyfewcompaniestracktheoutcomesoftheseprograms.Inaddition,therehasbeenasharpdeclineinrecruitingandinternshipprogramsfocusedonwomen.Andinallcases,companiesareinvestinginfewer

programsdesignedtoadvancewomenofcolor.

advancementprogramswithcontenttailored

forwomen…24

Fewercompaniesoffercareer

37%

31%

%ofcompaniesthatofferand/ortrackoutcomesforprogramswithcontentforwomenandwomenofcolor25

2017

2022

2024

2024

Formalmentor

shipprogramsfocuse

don:

Aminorityofcompaniestrack

outcomesforprogramparticipants

45%

48%25%

37%15%

WOMEN

WOMENOFCOLOR

100%

15%

15%

BygenderByrace

Formalsponso

rshipprogramsfocused

on:

31%

24%16%

16%8%

WOMEN

WOMENOFCOLOR

100%

12%

11%

BygenderByrace

Careerdevelo

pmentprogramsfocus55%34%

54%25%

edon:

WOMEN

WOMENOFCOLOR

100%

BygenderByrace

…Andfewercompanieshavetargetedinternshipandrecruitingprograms

%ofcompanieswithtargetedinternshipand/orrecruitingprograms

2024

2022

Internshipprograms

Focusedonwomen24%11%

Focusedonwomenofcolor

14%

8%

Recruitingprograms

Focusedonwomen

48%

34%

Focusedonwomenofcolor

30%

18%

ERGsarecommonplace—butnotforall

groupsofwomen.Today,9in10companiesofferERGsforwomen,butonlyhalfoffer

thesegroupsforwomenofcolor—andthis

numberhasdeclinedoverthepastfewyears.

17|WOMENINTHEWORKPLACE:COMPANYPRACTICES

“

I’veseenfolksgetpromoted,anditwasdecidedbywhoyouknow,whoyouhangwith,andwhatyouhave

incommon.Thefactstillremains:

likepeoplelikepeople.Ifyouhave

similarcharacteristicstosomeone,

unfortunately,itwillleadtobenefitsthatI’mjustnotgoingtoget.”

Blackwoman,seniormanager,2024

18|WOMENINTHEWORKPLACE:COMPANYPRACTICES

Companiesaresettingtherightpriorities,buttheyarenottranslatingintomanageraction

Careeradvancementhaslongbeenacoreexpectationofmanagers.Andnow,morecompaniesarealsoaskingmanagerstofosteracultureofinclusionandemployeewell-being,whichis

criticallyimportanttothehealthoforganizations.Whenmanagersinvestinalloftheseareas,

employeesarelessburnedout,happierintheirroles,andlesslikelytothinkaboutleavingtheirorganization.26Theproblemisthatdespiteincreasedtrainingsformanagersonthesepriorities,theyarebyandlargenottranslatingintobettermanagerperformance.

Companieshavecommunicatedprioritiesandareinvestingmoreintrainingformanagers…27…Butmanagersarenotconsistentlytakingaction

2020

2022

2018

2018

2024

2024

2024

%ofcompaniesinstructingmanagersto...

%ofemployeeswhosaytheirmanagers...

%ofcompaniesofferingmanagerstrainingto…28

Showinterestinemployees’careeradvancement

Providetheresourcesemployeesneedtosucceed

Encouragearespectfulandinclusiveculture

Checkinonemployeewell-being

45%47%

100%

personaldemands

Career

advancement

91%

85%

Evaluateemployee

performancebasedonresults

–––88%

Promotetheircontributionstoothers

Providetheresourcesthattheyneedtosucceed

44%

45%

Ensureallemployeeshave

aclearpathforadvancement

–––51%

47%

46%

Equityandinclusion

95%

Createarespectfuland

inclusiveenvironmento69%–82%91%

Encouragerespectfulandinclusive

behaviorontheirteam29

Reducebiasintheworkplace84%––82%

–

54%

Employeewell-being

82%

Effectivelysupportemployeewell-being

–

53%62%70%

Checkinontheirgeneralwell-being

Helpthembalanceworkand

–

66%

19|WOME