High-Level Women Are Feeling Worn Out, Says McKinsey and Lean In Study

Senior women in executive roles are facing unprecedented levels of burnout, a new report reveals.

According to the latest findings from McKinsey & Company and LeanIn.org, a nonprofit initiated by Sheryl Sandberg, the exhaustion among senior women has reached its peak level in the last five years.

The 'Women in the Workplace 2025' study notes that around 60% of senior women felt burnt out often in recent months, compared to just 50% of men in similar positions.

Newly appointed women in leadership positions are feeling this impact more than others. Data indicates that 70% of women in senior roles for less than five years frequently face burnout, and 81% harbor fears about job security.

Findings suggest that the heightened levels of anxiety align with studies showing women must frequently navigate increased scrutiny in new roles, necessitating greater efforts to establish their worth, particularly for Black women who face significant stresses and insecurity in leadership.

This annual exploration of women in corporate roles, gathering insights from a pool of 9,500 employees across 124 organizations, highlights these challenges. The analysis was based on surveys conducted from July to August, complemented by interviews with over 60 HR professionals and organizational data from businesses collectively employing around 3 million people.

LeanIn.org's collaboration with McKinsey, originally established in 2015, traces women's advancement through corporate echelons and uncovers company shortcomings. The organization draws its name from Sandberg's stirring 2013 publication 'Lean In,' which instigated widespread discourse about female ambition, leadership roles, and workplace fairness.

Disheartening Trends for Women Executives

The latest year's conclusions are troubling. Females at higher ranks who show reluctance in career advancement cite a more daunting path than their male peers. Approximately 11% of senior women who hesitate in career progression point to an unclear promotional path, contrasted by 3% of their male counterparts. In addition, there’s increased visibility of senior women appearing drained or dissatisfied, almost twice as many as men.

Interestingly, it's not indicative of a lack of dedication—both genders exhibit comparable levels of commitment. However, the report outlines a variance in eagerness to continue ascending the career ladder.

An ambition disparity surfaces, with 80% of women versus 86% of men aspiring for higher positions. Notably, the gap is most pronounced at both the beginning and apex of the corporate journey—69% against 80% at entry-level, and 84% versus 92% among senior executives.

Why Support Matters

This year marks the first in the report's 11-year legacy where women have displayed a diminished desire for promotions relative to men. Crucially, this disparity dissipates when female professionals receive equivalent career assistance as their male colleagues—a clear indication that business structures are pivotal in crafting this burnout climate.

Sheryl Sandberg emphasized in a Bloomberg Television interview that the issues are confined to organizations failing to provide women with full backing and equitable opportunities. In those settings where equality is given, she remarked, women remain highly engaged. 'The reality is, women face additional hurdles at all career stages,' she explained.

Diversity and Support: A Declining Commitment

Simultaneously, as corporations profess commitments to diversity, equity, and inclusion (DEI), about one-sixth have scaled back DEI teams or resources, the report states.

Furthermore, approximately 13% of businesses have reduced or discontinued women's career development initiatives, and an additional 13% have slashed formal sponsorship programs, which are vital for career advancement.

Sponsorship is crucial; statistics suggest employees with sponsors achieve nearly double the promotion rates of those without.

Companies are also withdrawing from remote and flexible work arrangements, posing challenges for women in maintaining and advancing their careers. A quarter have cut back on remote work options, while 13% have curtailed flexible hours over the last year.

Remote-working women face additional hurdles; they're less likely to secure sponsors and significantly unlikely to have received promotions over the past two years compared to those primarily on-site. Meanwhile, male employees experience a more consistent rate of sponsorship and promotional opportunities regardless of work settings.

The Continuing Struggle for Career Growth

Entering the workforce, where visibility and advocacy are critical, women remain behind men in securing pivotal assignments and opportunities, the report adds.

Although advancement to senior leadership roles saw more women succeed, holding 29% of C-suite roles in 2024 compared to 17% in 2015, growth falters in early and middle management tiers. The report highlights that for every 100 men elevated to managerial roles in 2018, only 79 women achieved the same. This year, the figure stands only slightly higher at 81.