Diversity and Inclusion - Advancing Diversity in the Workplace

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Reflections in a Time of Pain and Turmoil

A message from BCG CEO Rich Lesser on the murder of George Floyd, the disproportionate toll of COVID-19 on communities of color, and the steps we can take to move to a more just world.

Diversity & Inclusion Insights

BCG’s insights also reveal which shifts leaders need to make—and where to focus investments—in order to increase diversity and inclusion.

Financial Institutions Can Help Break the Cycle of Racial Inequality

Closing the wealth gap demands radical disruption in the way financial organizations and investors prioritize, target, and invest in Black consumers.

Diversity Is Just the First Step. Inclusion Comes Next.

Companies can’t capture the real value of a diverse workforce until they create an organizational culture that welcomes everyone—truly everyone—to participate.

A New LGBTQ Workforce Has Arrived—Inclusive Cultures Must Follow

LGBTQ employees have changed, and companies need to upgrade their HR policies to match. The main challenge? Creating the right working environment.

Private Equity’s Chance to Stand Up for Diversity and Inclusion

Championing inclusiveness at the highest levels of portfolio companies is the right moral choice—and it has practical benefits, too.

Fixing the Flawed Approach to Diversity

Company leaders must acknowledge their blind spots, respond to the needs of diverse groups, and focus on the measures that really work.

Recruiting for a Successful Future

Don’t keep recruiting the same kind of people, who look just like you, warns Miki Tsusaka. Diversity makes for better outcomes.

How Diverse Leadership Teams Boost Innovation

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.

Why Diversity and Inclusion Matter — Organizations with greater diversity beat their less-diverse counterparts on a range of measurements.

It’s important to look at workplace diversity along a number of dimensions, including gender, race and ethnicity, age, sexual orientation, nation of origin, and socioeconomic status.

Our goal is to increase diversity, unlocking the potential of every BCGer and client team member. To do so, we invest in people and in the research that reveals which tools, programs, and cultural changes are necessary to deliver sustainable impact.

Matt Krentz

Managing Director & Senior Partner

Chicago

Why Address Diversity Now?

Organizations that lack diversity will find themselves falling behind in the war for talent. Research shows that more diverse companies benefit from more engaged and ambitious staff, greater innovation, and a better bottom line. Despite these facts, only 5% of CEOs are women, and that number has not meaningfully moved in decades. And while approximately 98% of employees say their company has a gender diversity program in place, only about a quarter feel that they have personally benefited from a diversity intervention.

There is growing governmental pressure on organizations to change this dynamic. In addition, with global media attention through movements such as Me Too, Time’s Up, and worldwide women’s marches, company leaders must address the issue in order to improve recruiting and maintain credibility.

And demographics are shifting. Younger generations have different expectations in terms of culture and working norms, and those companies that are progressive and forward thinking will win the war for talent.

Our Approach

Why do some diversity measures work and others fall short? Many companies strive for increased diversity through a trial-and-error approach, hoping for good results. When efforts fail—as they often do—the results are a waste of resources and often frustrating for employees.

BCG partners with companies to implement proven strategies that can improve diversity and inclusion within an organization. We use data to shatter existing ideas of what works and guide organizations toward the measures that make a meaningful difference: