“We’re in the midst of a “Great Breakup –  There are always winners and losers in the war for talent, and the stakes are higher than ever for companies that want to achieve gender equality. Women are demanding more from work, and they’re leaving their companies in unprecedented numbers to get it. Women 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 manager. 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. The reasons women leaders are stepping away from their companies are telling. Women leaders are just as ambitious as men, but at many companies they face headwinds that make it harder to advance. They’re more likely to experience belittling microaggressions, such as having their judgment questioned or being mistaken for someone more junior. They’re doing more to support employee well-being and foster inclusion, but this critical work is spreading them thin and going mostly unrewarded. And finally, it’s increasingly important to women leaders that they work for companies that prioritize flexibility, employee well-being, and diversity, equity, and inclusion. If companies don’t take action, they won’t just lose their women leaders; they risk losing the next generation of women leaders, too. Young women are even more ambitious, and they place a higher premium on working in an equitable, supportive, and inclusive workplace. They’re watching senior women leave for better opportunities, and they’re prepared to do the same.” [McKinsey & Company and LeanIn.Org would like to thank the 333 companies and more than 40,000 employees who participated in this year’s study. By sharing their information and insights, they’ve given us new visibility into the state of women in the workplace and the steps companies can take to achieve gender equality.]

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