A recent report from McKinsey & Company and LeanIn.org highlights a concerning trend: burnout among senior-level women has reached its highest level in five years. The findings, published on March 12, 2025, indicate that approximately 60% of senior women frequently experience burnout, compared to 50% of their male counterparts.
The data comes from the “Women in the Workplace” study, which surveyed around 9,500 employees across 124 companies between July and August 2024. The report reveals that women who are newer to leadership positions are particularly affected. Among senior-level women who have been in their roles for five years or less, a staggering 70% report frequent burnout, with 81% expressing concerns about job security.
These challenges are amplified for Black women in leadership roles, who face both heightened burnout and job insecurity. The report asserts that when women and men in leadership have similar tenures, their levels of burnout and job security align more closely. However, the initial years in these positions are fraught with additional scrutiny for women, necessitating greater efforts to prove their capabilities.
This year’s findings reveal a notable ambition gap in career advancement. Only 80% of women express a desire for promotion, compared to 86% of men. Specifically, 11% of senior women who are hesitant to pursue advancement cite a lack of a realistic pathway to promotion, markedly higher than the 3% of senior men who feel the same.
The report emphasizes that women’s lower interest in promotions can often be traced back to the level of support they receive. When women receive career support equivalent to that offered to men, the gap in ambition diminishes. Sheryl Sandberg, co-founder of LeanIn.org, stated in an interview, “This is only happening in the companies that aren’t doing the right thing. When women get the full support and the same stretch opportunities, they’re not leaning out at all.”
As companies express commitment to diversity, equity, and inclusion (DEI), the report reveals a troubling trend: at least one in six organizations has scaled back resources dedicated to these initiatives. Approximately 13% of employers have reduced or eliminated women-focused career-development programs. The impact of these cuts is significant, as employees with sponsors are promoted at nearly double the rate of those without.
Furthermore, the report indicates that remote and flexible work options, which have been crucial for many women, are also in decline. One in four companies has reduced remote or hybrid work arrangements, with 13% cutting back on flexible working hours. This shift disproportionately affects women, as those working remotely are less likely to have sponsors and fewer opportunities for promotion compared to their male peers.
Despite some progress, the report highlights that advancement for women in the corporate pipeline remains uneven. By 2024, women held 29% of C-suite roles, a notable increase from 17% in 2015. However, the advancement rates at the entry and management levels reveal a stark reality: for every 100 men promoted to manager in 2018, only 79 women were promoted. This year, that number has slightly improved to 81 women for every 100 men.
The findings from McKinsey and LeanIn.org underscore the urgent need for organizations to address the systemic barriers that contribute to burnout and hinder the advancement of women in the workplace. As companies reassess their commitment to supporting diversity and inclusion, the well-being and career progression of women must remain at the forefront of these discussions.
