• News

McKinsey & Co. studies why gender inequality in the workplace is so persistent

In a study conducted with LeanIn.org, McKinsey asked over 34,000 men and women in more than 130 companies why the good intentions of so many companies aren’t translating into a truly inclusive work environment. For example, McKinsey research found that, despite attention from business leaders and media, corporate America promotes men at 30 percent higher rates than women during their early career stages.

McKinsey’s and LeanIn.org’s conclusion? “Time for a new gender equality playbook.”

According to the study, “We see strong evidence that even when top executives say the right things, employees don’t think they have a plan for making progress toward gender equality, don’t see those words backed up with action, don’t feel confident calling out gender bias when they see it, and don’t think frontline managers have gotten the message.”

Their study explores how employees see gender equity being addressed at their company, and points to these findings:

    • More than 70 percent of companies say they are committed to diversity, but less than a third of their workers see senior leaders held accountable for improving gender outcomes.
    • Over 90 percent of companies report using clear, objective criteria for hiring and promotions, yet only about half of women believe they have equal opportunities for growth at their companies.
    • Less than a quarter of employees see their managers regularly challenge gender-biased language or behavior.
    • Less than half of all employees see day-to-day evidence that their company is worried about creating a culture that embraces diverse leadership styles.
    • Only 9 percent of employees see managers recognized for making progress on gender-diversity goals.
    • Less than half of all workers see managers taking advantage of the diverse strengths of their teams or considering a diverse lineup of candidates for open positions.

Read more RESEARCH collected by AWESOME

Bookmark the permalink.

Comments are closed.