It's been less than a decade since the #MeToo movement brought workplace sexual harassment to the forefront, but according to the latest McKinsey and LeanIn.org Women in the Workplace report, the problem remains as pervasive as ever.
In 2024, 37% of women reported experiencing harassment at work, a number unchanged from previous years.
Despite policy changes and increased awareness, companies are still failing to provide women with the safe, equitable work environments they deserve.
The question is, why? After a decade of advocacy and systemic initiatives, what’s holding us back from real progress? More importantly, what are the next steps to ensure a safe, equitable workplace for all.
Before we begin writing this post, we would just like to point out that we are attempting to have a neutral, fact-based article. Any mentions topics like diversity, equity, and inclusion, are simply being written to describe takeaways from this report, and provide an analysis.
Here are some quick numbers pulled from the report. If you'd like to access the full report, it's available here.
Let's go a bit more in-depth on some of the key findings of this report and discuss potential solutions for addressing these issues.
Let's start with some of the positive findings, there have been meaningful gains for women in the workplace, especially in leadership positions. One of the most notable achievements highlighted in the Women in the Workplace 2024 report is that women now hold 29% of C-suite roles, a significant increase from 17% in 2015.
Companies have made strides in providing flexible work environments, a factor that has greatly improved since the pandemic. Nearly 80% of employees now cite flexibility, including remote and hybrid work options, as a benefit that reduces burnout and enhances productivity.
This shift has been especially important for women, who often balance their careers with caregiving responsibilities. Organizations that continue to offer such flexibility are not only fostering healthier work cultures but also enhancing employee retention.
Beyond flexibility, companies have begun investing more in employee well-being and support systems for caregivers, parents, and those facing health challenges. Programs like paid parental leave, emergency backup childcare, and family care benefits have expanded significantly, linking directly to higher rates of happiness and better employee retention.
Despite the progress made, there are significant areas where companies continue to fall short, particularly in addressing sexual harassment and advancing diversity initiatives.
One of the most glaring gaps highlighted in the report is that sexual harassment in the workplace remains as pervasive as ever.
Despite movements like #MeToo and widespread policy reforms, approximately 37% of women still report experiencing harassment at work, a number that has barely budged over the past five years. The persistence of this issue raises serious questions about the effectiveness of current anti-harassment policies and the enforcement of those measures.
While companies may have procedures in place, the culture of silence remains entrenched, with many women lacking confidence that their complaints will be taken seriously.
A lack of confidence in reporting also remains a critical issue.
According to the report, only about half of women feel confident that their employer would handle harassment claims effectively—a percentage virtually unchanged from 2018. This lack of trust in workplace processes not only discourages women from reporting incidents but also contributes to the perpetuation of toxic work environments.
Still, only about half of women today express confidence that their employers would effectively deal with harassment if they reported it, little changed from 2018, the study noted.
Corporate commitment to diversity and inclusion appears to be declining. The report shows a concerning drop in companies prioritizing gender and racial diversity, with fewer organizations now making these issues a strategic priority compared to previous years.
This retreat is particularly harmful to women of color, who continue to be vastly underrepresented in leadership positions. Despite representing a growing portion of the workforce, women of color still hold just 7% of C-suite roles, a statistic that underscores the limited progress in promoting intersectional equity.
The decline in DEI initiatives comes at a time when the topic has become increasingly controversial. We've seen HR organizations face backlash, with some steering away from the phrase entirely due to politicization and negative public discourse around DEI. This has made the subject of diversity and inclusion more taboo, despite its importance in fostering fair and inclusive workplaces.
Finally, the “broken rung” at the entry level continues to stifle women’s advancement. For every 100 men promoted to manager, only 81 women receive the same opportunity, a problem that has only marginally improved since 2018.
Without addressing this foundational barrier, progress at the top will remain slow and fragile, particularly for women of color, who face even greater challenges moving up the corporate ladder.
AllVoices was founded with a clear mission: to address workplace harassment head-on. Claire Schmidt, inspired by stories from the #MeToo movement, envisioned AllVoices as a platform where employees could securely and anonymously report misconduct, free from the fear of retaliation.
This mission remains central to AllVoices today.
The platform provides companies with the tools to foster transparency, accountability, and safety. By enabling confidential reporting and facilitating fair and consistent investigations process, AllVoices helps organizations build trust and take actionable steps toward creating safer, more equitable work environments.
To learn more about AllVoices, schedule a call today.
Despite years of advocacy and numerous initiatives, workplace harassment and gender inequality persist. There are several systemic factors that contribute to the slow pace of progress, particularly around the enforcement of policies and the underrepresentation of women in leadership roles.
One of the major issues is the inconsistent enforcement of anti-harassment policies. Policies alone aren’t enough—regular training, accountability, and swift consequences are critical to creating a culture of trust.
Unfortunately, many employees still lack confidence in their organizations' ability to take their reports seriously, with only about half of women trusting that their harassment claims will be handled effectively. To truly address these challenges, organizations must act promptly and transparently on every report.
Progress in leadership representation for women has been steady but slow, particularly for women of color.
While women now hold 29% of C-suite roles, the “broken rung” at the managerial level continues to limit advancement.
For every 100 men promoted to manager, only 81 women receive the same opportunity, highlighting the need for a more equitable promotion process. Improving representation at the leadership level is critical to fostering inclusive policies and ensuring diverse perspectives are considered in decision-making.
A company’s culture and the behavior modeled by leadership play a crucial role in the persistence of workplace harassment and inequality. In many organizations, leaders are not held accountable for fostering an inclusive and respectful environment.
This lack of leadership accountability can undermine even the best-intended policies. Leaders must not only enforce anti-harassment policies but also lead by example, demonstrating respect and inclusivity in all interactions. Without accountability from the top down, workplace culture is unlikely to change.
For women of color, the challenges are often compounded by the intersection of gender and racial bias. The underrepresentation of women of color in leadership roles remains particularly stark, with only 7% of C-suite positions held by women of color.
This intersectional disadvantage contributes to slower career advancement and fewer opportunities for mentorship and sponsorship, which are critical to breaking through the glass ceiling. Addressing these barriers requires intentional efforts to not only promote women but also support them through sponsorship and leadership development programs.
Preventing harassment requires a comprehensive approach that involves the entire organization. While companies must take responsibility for establishing clear policies and providing safe reporting mechanisms, every employee has a role in fostering a respectful, inclusive work environment.
By prioritizing accountability and transparency, companies can make meaningful strides in eradicating harassment.
Organizations have a responsibility to ensure safe, equitable workplaces. Here’s how they can make meaningful progress:
Employees also play a critical role in preventing harassment. Here are key actions they can take:
Granted, this is often easier said than done. The fear of retaliation or concern that speaking up could lead to negative consequences is very real. However, staying silent only perpetuates the problem, allowing harmful behaviors to continue unchecked.
Tools that simplify the reporting of harassment and improve accountability are crucial for addressing persistent workplace issues.
AllVoices not only facilitates the safe reporting of misconduct but also provides a robust solution for managing workplace investigations. By centralizing reports and enabling anonymous communication, the platform empowers teams to conduct thorough, efficient investigations while maintaining confidentiality and trust.
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AllVoices helps People Teams surface, investigate and respond to workplace incidents more consistently and efficiently. AllVoices offers audit-ready documentation, early trend detection, and AI-powered features to save People Teams time on manual tasks.
