The consulting firm McKinsey and women’s advocacy nonprofit Lean In have released their latest Women in the Workplace report, offering a detailed look at how gender disparities continue to shape women’s professional trajectories. Now in its 11th year, the study reveals that corporate America is retreating from commitments to workplace equity—particularly in ways that undermine women’s access to flexible and remote work.
The findings reflect a broader national shift, as organizations scale back diversity initiatives in an environment increasingly hostile to DEI priorities. According to the report, 20% of companies now place little to no emphasis on advancing women, a number that rises to 30% for women of color. Nearly one in six companies has also reduced or eliminated sponsorship programs and career development offerings tailored to women.
“This year, only half of companies are prioritizing women’s career advancement, part of a trend in declining commitment to gender diversity,” the report states.
One of the most significant challenges highlighted is the growing penalty women face for working remotely. Although flexible work has become a defining feature of modern employment, women continue to bear the bulk of domestic responsibilities—and are disproportionately disadvantaged when they opt for remote arrangements.
McKinsey and Lean In found that women who work primarily from home are less likely to have sponsors who advocate for their advancement and are promoted at much lower rates than women who work mainly on-site. Men, however, receive comparable levels of sponsorship and promotions regardless of whether they work remotely or in the office.
The disparity is stark: 49% of mostly remote men received a promotion in the last two years, compared with just 37% of mostly remote women. Similarly, 52% of primarily remote men reported having a workplace sponsor, compared with only 37% of women. Women who spent more time in the office saw these numbers increase significantly, while men saw only modest gains.
Compounding these issues, companies are beginning to restrict flexible work options altogether. The report notes that one in four organizations now offer fewer remote or hybrid opportunities.
This trend is particularly harmful to women, who are penalized for flexibility even as they continue to perform the majority of household labor. In 2024, partnered women were three times more likely than partnered men to handle all or most housework. Nearly a quarter of entry-level and senior-level women who said they were not interested in promotions cited personal obligations as a barrier—compared with just 15% of men.
“Flexibility stigma is one of the biggest factors holding women back at work,” the report concludes. “When women use flexible work arrangements, coworkers often assume they are less engaged and productive, while men’s commitment is taken for granted.”