47 Data on cognitive impairment, emotional impairment, exhaustion and mental distance represents the percentage of respondents scoring an average of three or more on a five-point scale (never, rarely, sometimes, often, always) on items for each dimension. Data on burn-out symptoms represent the percentage of respondents scoring an average of three or more across all four dimensions (12 items of the short-BAT see: Burnout Assessment Tool. (n.d.). https:// burnoutassessmenttool.be/start_eng/). 48 The percentage of those “faring well” is represented by respondents reporting low burn-out symptoms and high holistic health as explained in Brassey, J. et al. (2023). Reframing employee health: Moving beyond burn-out to holistic health. McKinsey & Company. https://www.mckinsey.com/mhi/our-insights/reframing-employee-health-moving-beyond- burnout-to-holistic-health. 49 Data on total burn-out symptoms represents the percentage of respondents who reported an average of three or more per subdimension (exhaustion, cognitive impairment, emotional impairment and mental distance) or across all 12 items constituting overall burn-out symptoms. 50 Based on Dynata taxonomy. 51 Burn-out refers to employees reporting burn-out symptoms, including the following: exhaustion, mental distance, cognitive impairment and emotional impairment, as measured by the Burn-out Assessment Tool (BAT). Employee health refers to employees self-reporting their holistic health, including mental, physical, social and spiritual health. See Brassey, J. et al. (2023). Reframing employee health: Moving beyond burn-out to holistic health. McKinsey Health Institute. 52 Not all industries could be included in the analysis due to insufficient data points caused by, for example, low sample size. 53 For many of the subgroup analyses, sample size becomes too small to draw strong conclusions or perform advanced analytics. Because outcomes and context can vary between groups and situations, it is recommended that organizations establish their own baseline measurements in context to identify potential opportunities for improvement. 54 For example, mental health challenges may be more pronounced in certain countries or industries compared to others. Since the focus here is on holistic health functioning and burn-out symptoms, specific mental health issues may not be immediately evident in the global data. For instance, addiction and substance use are known to be significant problems among US construction workers. See: Kaliszewski, M. (2024, 23 August). Construction Workers & Addiction: Statistics, Recovery & Treatment. American Addiction Centres. https://americanaddictioncenters.org/workforce-addiction/blue- collar/construction-workers. 55 The examination of different demographic factors varied by country due to various limitations. In some cases, definitions were unclear or not aligned, and in others, country regulations imposed restrictions. As a result, several demographic factors are excluded from the global analysis. 56 The varying sample sizes for industries globally poses a challenge, as differences in response style can influence results – e.g. if a country with a high survey response style bias has an uneven spread in the specific sample or subsample, it could skew results positively or negatively. Future research needs to explore these nuances. 57 Groups were identified based on responses to the question “What is your sexual orientation?” Response options included the following: heterosexual or straight, homosexual (gay or lesbian), bisexual, not listed and don’t know/not applicable. Due to country restrictions, data could not be collected from Egypt, Indonesia, India, Nigeria, Saudi Arabi, South Africa or the United Arab Emirates. 58 Lower education defined as no high school degree. 59 Divergent respondents self-identified as having a neurodevelopmental condition, such as autism spectrum disorder (ASD), attention deficit hyperactivity disorder (ADHD), dyspraxia, Tourette syndrome or any other neurodevelopmental condition (diagnosed or not diagnosed). This was gathered via the question “Have you been diagnosed with a neurodevelopmental condition such as ASD, ADHD, dyslexia, dyspraxia, Tourette syndrome or any other neurodevelopmental condition?” Response options included “yes”, “no”, “I think I have a neurodevelopmental condition but have not been diagnosed”, and “don’t know/not applicable”. 60 Remuneration score based on combined scoring of three statements – for example, “The pay I receive at my job is enough to cover my basic needs (e.g. housing, food, utilities, transport)”. 61 In this survey, population-representative samples were collectec across 30 countries, matching country-specific targets on six quota variables: age, gender, tertiary education, industry, position (blue collar versus white collar versus manager) and employer size (number of employees). Additional quotas were added based on the country (e.g. race, region in the US, language). 62 The sample size for non-cisgender individuals in the survey was too small for a separate analysis. However, when comparing cisgender men with non-cisgender individuals (including those self-identifying as women, transgender women, transgender men, genderqueer and others), significant differences in employee health emerged: cisgender men reported better overall health compared to non-cisgender individuals. 63 Ellingrud, K., et al. (2024). Closing the women’s health gap: A $1 trillion opportunity to improve lives and economies. McKinsey Health Institute. https://www.mckinsey.com/mhi/our-insights/closing-the-womens-health-gap-a-1-trillion- dollar-opportunity-to-improve-lives-and-economies. 64 World Health Organization (WHO). (n.d.). Improving LGBTIQ+ health and well-being with consideration for SOGIESC. https://www.who.int/activities/improving-lgbtqi-health-and-well--being-with-consideration-for-sogiesc. 65 Jacobson, R. et al. (2022). Active allyship: Do your LGBTQ+ employees feel supported and included?, McKinsey & Company. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/active-allyship-do-your-lgbtq-plus- employees-feel-supported-and-included. Thriving Workplaces: How Employers can Improve Productivity and Change Lives 40

Thriving Workplaces How Employers can Improve Productivity and Change Lives 2025