Women in the Workplace 2024
The 10th Anniversary Report
Despite progress, it will take almost 50 years to reach parity for all women in corporate America
Over the last 10 years, the number of women in senior leadership has steadily increased, and these women are reshaping the workplace and inspiring a new generation.1 However, there are clear signs that the pipeline may not be as healthy as the numbers suggest. At the beginning, too few women—and especially women of color—are advancing into management positions. And at the highest level—the C-suite—gains in representation will be nearly impossible to replicate in the years to come.
At the current pace of progress, it will take 22 years to reach parity in corporate America for white women—and more than twice as long for women of color—and that assumes companies can translate their somewhat precarious momentum into more substantial and sustainable gains.2
A 10-year look at the corporate pipeline
A closer look at how women have progressed over the last decade3
3 things you need to know
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01
Companies still have important work to do
Companies have taken steps to foster inclusion, but it's not enough.
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02
Women’s experiences have not improved
Women’s experiences largely mirror those of several years ago.
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03
Women and men see progress differently
Men are notably more optimistic about progress for women.
01
Companies still have important work to do
Companies have made real progress, but the culture of work is lagging behind
Over the past decade, companies have taken real steps to advance women and make the workplace more equitable. They have put more practices in place to de-bias hiring and performance reviews. They have prioritized inclusion with managers and invested more heavily in training employees to recognize bias and practice allyship. Flexibility—a top priority for most employees—has become the norm in many companies. And perhaps most critically, far more companies now offer supports to parents, caregivers, and employees facing health issues.
However, company efforts to activate employees—who have a critical role to play in changing the culture of work—have not translated into action. Employees are not markedly more likely to recognize bias against women or act as allies to women of color. And all this is occurring against the backdrop of waning company commitment to gender and racial diversity.
By the numbers
Companies are nearly 2x as likely to send bias reminders before reviews as they were six years ago.
By the numbers
Half of companies now offer support for caregivers of sick and elderly adults—and 1 in 3 offer compassionate leave.4
By the numbers
Men are 2x as likely to say their gender will hurt their chances to advance as they were in 2016.
“
“The biggest thing is creating allies and having programs that aren’t just for traditionally marginalized communities … I don’t think we can advance as easily if we don't have support from allies around us.”
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Women’s experiences have by and large not improved
Women’s day-to-day experiences largely mirror those of a decade ago
Despite an increase in women’s representation and expanded company efforts, the workplace has not gotten better for women.
Women are far more likely than men to deal with comments and actions that undermine their skills and expertise. For example, women are almost twice as likely as men to be mistaken for being more junior than they are. On top of this, women of color continue to deal with more demeaning interactions, such as hearing others express surprise at their language skills, which can erode their sense of belonging and make it harder to bring their whole selves to work.
Amid these challenges, women remain highly ambitious—and just as ambitious as men.7
By the numbers
More than 1 in 4 LGBTQ+ women feel like they can't talk about their personal lives at work.
By the numbers
Young women are 2x as likely as young men to cite their age as a source of unwanted attention at work.
By the numbers
Less than half of Latinas and Black women say their manager shows interest in their career advancement.
Women experience competence-based microaggressions
Women are far more likely than men to deal with comments and actions that call their credibility or leadership potential into question.8
“
There's definitely a lot of times where I am the only woman in the room, and there's a feeling of pressure to fit in with the men.
Combat the biases women face at work
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Learn More03
Women and men see progress differently
Men are more optimistic about progress for women—at work and at home
Men and women view progress for women differently: men are more optimistic about the strides women have made and believe the workplace is more supportive of their advancement. In particular, senior-level men stand out as the most optimistic and the least aware of the ongoing barriers women face: nearly 9 in 10 senior-level men think women’s opportunities to advance have improved compared to just over 6 in 10 senior-level women. And while only 1 in 10 senior-level men observe microaggressions against women in the workplace, 4 in 10 senior-level women have seen biased interactions and comments toward other women at work.9
There is also a clear divide in how men and women view their contributions at home. Today, men are far more likely to say they share work equally with their partner. And yet, roughly 4 in 10 women say they’re responsible for most or all housework—the same as in 2016.10
By the numbers
Among senior leaders, 79% of men and 55% of women think women are well represented in senior leadership.
By the numbers
Younger women are 3x more likely than younger men to observe microaggressions against women.
By the numbers
Younger men are the least committed to gender diversity—younger women are the most.
Women continue to say they shoulder more housework
Today, roughly 4 in 10 women with partners say they are responsible for most or all of the housework—the same as in 2016. In contrast, far more men report they share housework equally with their partner.
“
We’re in a moment for women, for people with traditionally marginalized identities, for so many different people where we have settled for small incremental steps and called them progress instead of the large overarching wholesale changes that we need to make.
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Then and Now
There are more women in the C-suite
2015
Women held 17% of C-suite roles 11
2024
Today, women fill 29% of C-suite roles
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Then and Now
But the broken rung has not improved for most women
2020
For example, for every 100 men promoted to manager, 58 Black women were promoted12
2024
Today, for every 100 men promoted to manager, only 54 Black women are promoted
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Then and Now
Companies have invested in more employee training
2019
74% offered bias training for employees13
2024
Today, 86% offer bias training for employees
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Then and Now
However, employees are no more likely to take action
2020
61% of men and 65% of women consider themselves allies to women of color14
2024
Today, 60% of men and 68% of women consider themselves allies to women of color
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Then and Now
Company commitment is waning
2017
88% of companies said gender diversity was a high priority 15
2024
Today, 78% of companies say gender diversity is a high priority
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Then and Now
Sexual harassment is just as common
2018
35% of women had experienced sexual harassment 16
2024
Today, 37% of women have experienced sexual harassment
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Then and Now
Women still shoulder more work at home
2016
35% of women with partners did most or all of the housework 17
2024
Today, 39% of women with partners do most or all housework
Read the Full 2024 Report
Written in close collaboration with McKinsey & Company, the report includes:
Past Reports
2023
The ninth year of the Women in the Workplace study debunks four myths about women’s workplace experiences and career advancement.
Read the Report
The ninth year of the Women in the Workplace study debunks four myths about women’s workplace experiences and career advancement.
Read the Report
The ninth year of the Women in the Workplace study debunks four myths about women’s workplace experiences and career advancement.
Read the ReportThe ninth year of the Women in the Workplace study debunks four myths about women’s workplace experiences and career advancement.
Read the ReportA few of these myths cover old ground, but given the notable lack of progress, they warrant repeating. A few have re-emerged and intensified with the shift to flexible work. The future of work for women depends on casting aside this outdating thinking—and the 2023 report provides a road map.
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2022
Women are demanding more from work, and they’re leaving their companies in unprecedented numbers to get it.
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Women are demanding more from work, and they’re leaving their companies in unprecedented numbers to get it.
Read the Report
Women are demanding more from work, and they’re leaving their companies in unprecedented numbers to get it.
Read the ReportWomen are demanding more from work, and they’re leaving their companies in unprecedented numbers to get it.
Read the ReportWomen leaders are switching jobs at the highest rate we’ve ever seen—and at a higher rate than men in leadership. This could have serious implications for companies. Women are already significantly underrepresented in leadership. For years, fewer women have risen through the ranks because of the “broken rung” at the first step up to management. Now, companies are struggling to hold on to the relatively few women leaders they have. And all of these dynamics are even more pronounced for women of color.
Read the Report
2021
The events of 2020 put extraordinary pressure on companies and employees. Women leaders are meeting the moment and taking on the extra work that comes with it.
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The events of 2020 put extraordinary pressure on companies and employees. Women leaders are meeting the moment and taking on the extra work that comes with it.
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The events of 2020 put extraordinary pressure on companies and employees. Women leaders are meeting the moment and taking on the extra work that comes with it.
Read the ReportThe events of 2020 put extraordinary pressure on companies and employees. Women leaders are meeting the moment and taking on the extra work that comes with it.
Read the ReportCompared to men at the same level, women are doing more to support their teams and advance inclusion. They are also more likely than men to practice allyship. Yet their efforts are going unrecognized and unrewarded. This has serious implications: It hurts women, who are investing disproportionate time and energy in these priorities. And it hurts companies and all employees, because progress is rarely made on efforts that are undervalued.
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2020
Companies risk losing women in leadership—and future women leaders—and unwinding years of painstaking progress toward gender diversity.
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Companies risk losing women in leadership—and future women leaders—and unwinding years of painstaking progress toward gender diversity.
Read the Report
Companies risk losing women in leadership—and future women leaders—and unwinding years of painstaking progress toward gender diversity.
Read the ReportCompanies risk losing women in leadership—and future women leaders—and unwinding years of painstaking progress toward gender diversity.
Read the ReportOne in 4 women are considering downshifting their careers or leaving the workforce due to COVID-19.
This year’s report makes one thing clear: corporate America is at a critical crossroads. Without bold steps, we could erase all the progress we’ve made toward gender diversity in the six years of this study. But if companies rise to the moment, we can lay the foundation for a more flexible and equitable workplace in the long term.
2019
We see bright spots at senior levels. But companies need to focus their efforts earlier in the pipeline to fix the “broken rung” problem and make real progress.
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We see bright spots at senior levels. But companies need to focus their efforts earlier in the pipeline to fix the “broken rung” problem and make real progress.
Read the Report
We see bright spots at senior levels. But companies need to focus their efforts earlier in the pipeline to fix the “broken rung” problem and make real progress.
Read the ReportWe see bright spots at senior levels. But companies need to focus their efforts earlier in the pipeline to fix the “broken rung” problem and make real progress.
Read the ReportIn the last five years, we’ve seen more women rise to the top levels of companies. Yet women continue to be underrepresented at every level. To change the numbers, companies need to focus on where the real problem is. We often talk about the “glass ceiling” that prevents women from reaching senior leadership positions. In reality, the biggest obstacle that women face is much earlier in the pipeline, at the first step up to manager. Fixing this “broken rung” is key to achieving parity.
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2018
Women are doing their part. Now companies need to do their part, too.
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Women are doing their part. Now companies need to do their part, too.
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Women are doing their part. Now companies need to do their part, too.
Read the ReportWomen are doing their part. Now companies need to do their part, too.
Read the ReportFor the last four years, companies have reported that they are highly committed to gender diversity in the workplace. But that commitment has not translated into meaningful progress.
Women continue to be vastly underrepresented at every level. For women of color, it’s even worse. Only about 1 in 5 senior leaders is a woman, and 1 in 25 is a woman of color.
Progress isn’t just slow—it’s stalled. And we know why.
2017
While company commitment to gender diversity is at an all-time high, getting to gender equality starts with realizing how far we have to go.
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While company commitment to gender diversity is at an all-time high, getting to gender equality starts with realizing how far we have to go.
Read the Report
While company commitment to gender diversity is at an all-time high, getting to gender equality starts with realizing how far we have to go.
Read the ReportWhile company commitment to gender diversity is at an all-time high, getting to gender equality starts with realizing how far we have to go.
Read the ReportWomen remain underrepresented at every level in corporate America, despite earning more college degrees than men for 30 years and counting. There is a pressing need to do more, and most organizations realize this: company commitment to gender diversity is at an all-time high for the third year in a row.
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2016
In corporate America, women fall behind early and continue to lose ground with every step.
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In corporate America, women fall behind early and continue to lose ground with every step.
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In corporate America, women fall behind early and continue to lose ground with every step.
Read the ReportIn corporate America, women fall behind early and continue to lose ground with every step.
Read the ReportWomen are less likely to receive the first critical promotion to manager—so far fewer end up on the path to leadership—and are less likely to be hired into more senior positions. Women also get less access to the people, input, and opportunities that accelerate careers. As a result, the higher you look in companies, the fewer women you see.
This disparity is especially pronounced for women of color, who face the most barriers to advancement and experience the steepest drop-offs with seniority.
2015
Corporate America is not on a path to gender equality as women are still underrepresented at every level in the corporate pipeline.
Read the Report
Corporate America is not on a path to gender equality as women are still underrepresented at every level in the corporate pipeline.
Read the Report
Corporate America is not on a path to gender equality as women are still underrepresented at every level in the corporate pipeline.
Read the ReportCorporate America is not on a path to gender equality as women are still underrepresented at every level in the corporate pipeline.
Read the ReportMany people assume this is because women are leaving companies at higher rates than men or due to difficulties balancing work and family. However, our analysis tells a more complex story: women face greater barriers to advancement and a steeper path to senior leadership.
Read the ReportMore Resources
Accelerate your career with Lean In Circles
Lean In Circles combine a leadership curriculum with the power of women coming together—all at no cost to you.
Learn MoreFoster an inclusive workplace culture
Allyship at Work is a free program to empower employees to take meaningful action and build an inclusive workplace culture.
Learn MoreCombat the biases women face at work
50 Ways to Fight Bias is a free program to empower all employees to identify and challenge bias head-on.
Learn MoreFootnotes
- In this study, except where otherwise noted “senior leadership” refers to individuals at the vice president level or above.
- Years to parity estimates were modeled at the industry level using data from companies that participated in any of the last three years of the study. Current representation at the executive level (C-suite + SVP) was projected forward using simulations that incorporated hiring, promotion, and attrition rates until parity thresholds were reached. See report methodology for complete details on parity projection analysis.
- Pipeline data for all reports are based on data from the end of the previous year to the beginning of the year of publication and do not reflect changes through the year of publication; LeanIn.Org and McKinsey & Company, Women in the Workplace 2023, October 2023; Women in the Workplace 2022, October 2022 ;Women in the Workplace 2021, September 2021; Women in the Workplace 2020, October 2020; Women in the Workplace 2019, October 2019; Women in the Workplace 2018, October 2018; Women in the Workplace 2017, October 2017; Women in the Workplace 2016, October 2016; Women in the Workplace 2015, October 2015.
- Support for caregivers of sick or elderly adults constitutes a benefit beyond paid leave (e.g., caregiver reimbursements).
- In 2024, 88% percent of companies offer allyship and/or anti-bias training.
- For more details on data visualization, see report endnotes.
- Unpublished data, question: Do you want to be promoted to the next level? Respondents selected: Yes, I would like to be promoted. Results: women 69%, men 73%.
- For more details on data visualizations, see report endnotes.
- In this study, “survey respondents who experience microaggressions” refers to those who selected anything other than “None of the above” from the following list. Full question: During the normal course of business, have you experienced any of the following? Select all that apply: Having others take or get credit for your ideas; Having your judgment questioned in your area of expertise; Being mistaken for someone at a lower level; Being interrupted or spoken over more than others; People commenting on your appearance in a way that made you uncomfortable; People commenting on your emotional state (e.g., you’re too angry, feisty, emotional); Feeling judged because of your accent or way of speaking; People expressing doubt or disbelief at your accomplishments; Being confused with someone else of the same race/ethnicity; Other people calling attention to your age unnecessarily; None of the above.
- Data comparing the distribution of household responsibilities of men with partners and women with partners.
- LeanIn.Org and McKinsey & Company, Women in the Workplace 2015.
- LeanIn.Org and McKinsey & Company, Women in the Workplace 2020.
- LeanIn.Org and McKinsey & Company, Women in the Workplace 2019.
- LeanIn.Org and McKinsey & Company, Women in the Workplace 2021.
- LeanIn.Org and McKinsey & Company, Women in the Workplace 2017.
- LeanIn.Org and McKinsey & Company, Women in the Workplace 2018.
- LeanIn.Org and McKinsey & Company, Women in the Workplace, 2016.