Diversity and Inclusion - Advancing Diversity in the Workplace

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Diversity & Inclusion Insights

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.

Dispelling the Myths of the Gender “Ambition Gap”

According to BCG research, women don’t step off the leadership track so much as they’re pushed off—by negative corporate cultures. CEOs can take action to make leadership more inclusive.

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.

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.

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

Senior Partner & Managing Director

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: