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. 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 “ Women in the Workplace 2021,” McKinsey, September 27, 2021. 
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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