The survey also collected demographic data such as age, sexual orientation, family status, and workplace role. Survey questions covered themes including job satisfaction, employee well-being, work flexibility, remote work, diversity and equity, manager actions, and allyship. More than 65,000 employees from 88 companies participated in the 2021 Women in the Workplace Employee Experience Survey. New at McKinsey Blog, “ How are working women doing during COVID-19? Our Women in the Workplace study explores,” McKinsey, September 30, 2020.Ĭouples’ ongoing frustrations are exacerbated by a perception gap: while 70 percent of men in opposite-gender DCCs believe they share household duties equally with their partners, only 42 percent of women agree (Exhibit 1). And when schools and day care options shut down, that double shift became a “double double” shift as they took on the bulk of childcare and homeschooling.
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Even prepandemic, working mothers in opposite-gender couples often worked a “double shift,” spending evenings on childcare and household labor following a full day of employment. But the COVID-19 pandemic has only added to the difficulties. Understanding the work-life challengeįor DCCs, managing demanding careers alongside personal obligations is hardly a new struggle. A good start? Ensuring working models are flexible and support the needs of a diverse workforce, and that managers are role models in ensuring employees feel able to craft individualized solutions to work-life imbalances. Our research also identified an unmet need for companies to develop strategies to help couples find and achieve work-life balance. responding dynamically to changes affecting work and home life.allocating tasks based on available time and flexibility.focusing on natural skills and inclinations to determine responsibilities.Drawing on qualitative interviews and data collected for Women in the Workplace, a 2021 report published in partnership with LeanIn.Org, we found same-gender DCCs tend to manage household responsibilities using a range of strategies that allow for greater flexibility. We found the challenge of achieving work-life balance is often exacerbated by gender stereotypes, which are often avoided by same-gender DCCs. Where both partners work for reasons ranging from personal and career fulfillment to pure economic necessity. “ Women in the Workplace 2021,” McKinsey, September 27, 2021. We also know from our extensive research that some 81 percent of women and 63 percent of men are in dual-career couples (DCCs), 1
Understanding this is critical, as adjusting to having two people working from home has been one of the more persistent challenges of the pandemic. As one partner in a same-gender couple put it, “Being in a same-sex relationship makes a big difference as to how we approach things.” But for same-gender DCCs, the responsibilities tend to be split more equitably.
Our research finds women in opposite-gender dual-career couples (DCCs) are four times more likely than men to take on tasks at home, regardless of who earns more. Now imagine how, after a long day of work, the couple divides the burdens of housework and childcare. At work, they both hold demanding management-level roles.
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