Miki Tsusaka
Managing Director & Senior Partner
Tokyo
Miki Tsusaka is a founder of the global Marketing, Sales & Pricing practice at Boston Consulting Group. Prior to her current role, Miki held the role of BCG's global Marketing, Sales & Pricing practice leader and led BCG’s post-merger integration work.
Since joining BCG in Japan in 1984 and later spending 20 years in the firm's New York office, Miki returned to Japan in 2008 to work with a wide range of clients, primarily in the consumer goods and retail sector as well as other consumer-facing B2C businesses, including financial services, insurance, and technology and media companies.
In her work with clients, she has consulted on a wide array of issues, such as growth, profit enhancement, transformation, digitization, and organization redesign.
Australia, Japan, and India entered lockdown at different times and under very different circumstances. Here’s how consumers in these countries—and elsewhere—assess their prospects.
Providing employees with the latest digital skills will be critical to company success throughout this decade. It could also be a secret weapon in the struggle for gender diversity.
Diversity is not just a moral imperative—it’s also a business imperative. Companies that increase the diversity of their workforce on multiple dimensions, and create an environment that welcomes new perspectives, boost their capacity for innovation and their ability to withstand the unexpected.
AI will disrupt current employment patterns. But if applied wisely and proactively, it could boost gender diversity and enhance opportunities for women in the workplace.
Company leaders must acknowledge their blind spots, respond to the needs of diverse groups, and focus on the measures that really work.
To build the digital workforce that the future demands, companies must recruit—and retain—women.
Want to generate inventive new ideas that can win in the market? Build management teams comprising people with the widest possible range of backgrounds and perspectives.
To begin to achieve gender equality, companies must: understand why diversity matters and commit to closing the gap from the top down, find what is most important to employees and concentrate efforts there, change men's and women's mindsets on the need for women in the workforce, and reform the work culture.
Building a diverse workforce is just the start. Organizations must then be able to select and amplify the best ideas that emerge from it.
