Companies in America and Canada risk rolling back progress for women in the workplace, according to a study conducted by McKinsey & Company in partnership with Lean In.

The 2025 Women in the Workplace report revealed that only half of companies are prioritizing women’s career advancement, while some companies are not prioritizing women at all. This includes a decline in remote and hybrid work options, formal sponsorship, manager advocacy, and career development programs. 

The report emphasized that: "It’s critical that companies focus on advancing and supporting women; those that do have a higher representation of women and have seen accelerated progress over the past several years.”

“Corporate America has made real progress in women’s representation over the past decade - and companies that prioritize gender diversity see bigger gains. For companies that lost focus this year, 2026 should be the year of recommitting to women in the workplace,” the report cited.

The 2025 Women in the Workplace report included:

• A detailed look at shifts in HR policies and practices from over the year
   
• Insights on timely topics like AI and employee sentiment over 12 months
   
• An analysis of what policies and practices lead to better representation of women

A comprehensive study of women

Women in the Workplace is the largest comprehensive study of women in corporate America and Canada, launched in 2015 by Lean In and McKinsey & Company to provide companies with the insights and tools they need to advance women in the workplace and improve gender diversity. 

Over the past 11 years, more than 1,000 companies and almost 500,000 employees have participated. This report collected information from 124 organizations employing approximately 3 million people, surveyed 9,500 employees, and conducted interviews with 62 HR leaders.

Here’s a snapshot of the key findings
 

• Women are now less interested in advancing: For the first time, women are notably less likely than men to say they want to be promoted.
   
• The “broken rung” still holds women back: For the 11th year, women are held back by a broken rung at the first step up to manager.
   
• Women leaders are under extra pressure: Senior-level women are struggling with high burnout and see a steeper path to the top.
   
• Flexibility stigma hurts women: Women are often penalized for working remotely; in contrast, men are not.
   
• Diversity matters to corporate America: A majority of companies are prioritizing diversity- but commitment is trending down.
   
• Fairness and inclusion pay off: Employees value fair opportunities and a respectful culture - but there’s work to be done.

See the many further insightful graphs here.
 

What organizations can do to enact change
 

• Circles help employees go farther: Research shows that support from employees at the same level can be just as effective as traditional mentorship. Lean In Circles tap into the power of “peer mentorship” by bringing small groups together to learn new skills and give and get advice.
   
• Ensure performance reviews are fair: Even when companies have good performance review practices in place, they’re not always implemented effectively. Adding real-time check-in - like prompting evaluators to explain their decisions - can help.
   
• Free managers up to provide 1:1 support: Look for ways to reduce the time managers spend on routine tasks so they can focus more on connecting with their teams - coaching people, getting to know their strengths, and understanding what they need to do their best work.
   
• Make sure everyone gets an equal shot: Encourage managers to share stretch opportunities with all eligible team members and reinforce why they’re so important. And make sure they know to focus on skills - and not on personal preferences or arbitrary criteria - when they’re deciding who gets these opportunities.
   
• Choose trainings that really work: Inclusion trainings can be ineffective or leave employees feeling defensive, but research shows high-quality sessions really work. Look for options that treat employees with respect, focus on practical recommendations, and encourage participation.
   
• A road map for fairness and inclusion: This year’s report offers detailed recommendations for improving fairness of opportunity and fostering an inclusive culture - supported by insights from this year’s study, third-party research, and interviews with HR leaders.
   

Key decisions today will impact tomorrow
 

The 2025 Women in the Workplace report concluded that decisions leaders make now will determine the future of women and the workplace. 

"We’re at a critical moment. Corporate America is at risk of backsliding on women, just as AI is reshaping how we work. What leaders choose to do in 2026 will have a lasting impact. Companies who truly invest in women will benefit from the full force of their talent and leadership Companies that wield AI with purpose will build systems that root out entrenched biases and enable and inspire employees to do their best work. And those that get both right will win the war for talent and outpace their competitors," outlined the report.

Read the full report for comprehensive insights and findings into gender equity in the workplace.
 

Challenge barriers to women's career success
 

Lean In gives women the support and skills to navigate bias and lean into their strengths, while giving companies tools to ensure women have opportunities to advance and feel valued at work.

Lean In Circles provide a space for women to come together to learn new skills, support each other, and be unapologetically ambitious. The organization provides members with the resources they need to create connection, grow as leaders, and actively pursue their goals. Circles are tailored for women but are beneficial to anyone. Circle members go further, faster – and feel supported along the journey.

Lean In's Circles for Companies program is designed to provide women with the leadership skills and peer mentorship they need to excel, while100 Ways to Fight Bias free training program teaches all employees how to interrupt the biases that women experience at work.

Find out more about Lean In's work helping women to achieve their ambitions and companies to create equal and inclusive workplaces.