Key findings of the McKinsey “Women in the Workplace 2023” report

The year 2023 marks the ninth edition of the annual “Women in the Workplace” report, a study conducted in collaboration with LeanIn.Org and pioneered by McKinsey. This extensive undertaking represents the most extensive survey of women in the workplace in North America, spanning 276 organizations with over ten million employees. Through this initiative, over 27,000 employees and 270 human resources managers have shared their experiences, providing an intersectional perspective on the challenges encountered by Asian, Black, Latina, LGBTQ+, and disabled women.

What are the findings of the 2023 report?

The findings for this year underscore significant progress at the top of the hierarchy, as female representation in senior management reaches its highest level to date. However, despite this noteworthy progress, the report accentuates the lack of dynamism in the mid-career path, pointing out the persistent under-representation of women of color, making true parity unattainable.

Women’s experience and career progression in 2023

The report debunks four enduring myths about women’s professional experiences and career progression. These include:

1. Women’s career ambitions;

2. The primary obstacles to their rise to senior management;

3. The impact and prevalence of microaggressions in the workplace;

4. Women’s interest in flexible working arrangements.

By highlighting these myths, the report aims to encourage companies to discard outdated mindsets and expedite progress towards gender equality.

Four enduring myths about female professionals 

You will likely be familiar with some of the myths you are about to encounter. They are, however, worth reiterating considering the noticeable lack of progress.

Myth 1: Women are becoming less ambitious

Reality check: Women are more ambitious than ever before the pandemic, and this ambition is fueled by flexibility. Women exhibit the same level of dedication to their careers and interest in promotions as their male counterparts at every stage of the hierarchical chain.

Myth 2: The biggest obstacle to women’s advancement is the “glass ceiling”.

Reality check: The glass ceiling* is the most significant obstacle women encounter on their path to senior management. Women face their most substantial challenge at the crucial initial stage of management, with a persistent gap in early promotions.

The term “glass ceiling” refers to the phenomenon in a hierarchical structure where upper levels are inaccessible to certain groups, primarily due to class contempt, racial discrimination, or sexism. (Wikipedia)

Myth 3: Microaggressions have a “micro” impact 

Reality check: Microaggressions have a substantial and lasting impact on women. Women experience microaggressions at a significantly higher rate than men, and this can result in negative consequences for both their career and mental health.

What are microaggressions? The Université du Québec en Ouataouais defines microaggressions as discriminatory and vexatious behaviors, whether intentional or not, that often originate from prejudice and bias, as well as power structures (MCCrindle & Phirangee, 2021). They manifest in the form of seemingly insignificant actions, offensive words, denigrating behavior, rooted in everyday life and too often downplayed as jokes or insignificant remarks.

These acts encompass a range of manifestations, including:

• Hostile acts, contemptuous remarks, or bodily expressions directed towards individuals belonging to socially marginalized groups.
• Denial or contempt for people’s perspectives, feelings, or reality.
• Remarks subtly aimed at demeaning a social category or identity (MCCrindle & Phirangee, 2021).

In the specific context of racist microaggressions, the work of Sue and colleagues (2007) identifies three forms of interpersonal manifestations of structural racism:

• Microattacks: Deliberate and conscious acts of racism aimed at hurting a racialized person.
• Microinsults: Often unconscious expressions of contempt based on racialization.
• Microinvalidations: Comments or behaviors that neglect the experience of racialized people, such as denial of the existence of racism or the idea that skin color doesn’t matter.

Microaggressions specifically target minority groups, including racialized people, indigenous peoples, members of LGBTQ+ communities, women, and people with disabilities. They limit their participation, create discomfort and harm, and put them in uncomfortable situations. These behaviors have detrimental effects on the mental well-being of the individuals who experience them.

Myth 4: Women are less interested in management positions because of flexible working

Reality check: Women continue to be just as interested in career advancement and managerial positions, even with increased flexibility. The pandemic has demonstrated to women that a new work-life balance is achievable, and flexibility has played a crucial role in sustaining their career ambitions.

Read the full McKinsey report “Women in the Workplace 2023“.