Anti-Black racism in Canada is worse than most Canadians want to believe. With the COVID-19 pandemic amplifying the injustices against Black People, it is now more important than ever for Canadians to take action.
Our latest thinking on allyship highlights four questions for reflection to think critically about day-to-day ally actions that can bring about long-lasting cultural change.
BCG surveyed over 5000 employees at major Canadian corporations to get a bottom-up view of how women, LGBTQ2, people of colour, Indigenous people and Canadians with disabilities experience diversity and inclusion in the workplace.
Equitable products, built on the concept of human-centered design, increase value by providing a better customer experience and solidifying brand trust.
Climate action has a gender-neutral lens, but this lack of intentionality allows underlying biases to sneak in and negatively impact women. BCG managing director and partner Zineb Sqalli offers solutions for advancing both sustainability and gender equality.
The tech giant is leveraging an innovative solution, a growth-focused alliance, to increase its purchases from diverse suppliers.
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.
The US care economy is broken. Getting it right is vital to economic prosperity and societal well-being.
This episode of the "American Metamorphosis" podcast from BCG and Atlantic Re:think examines the mental load many women carry for their households and explores how businesses can bolster support systems for working parents and caregivers.
By leading with empathy and easing the burden on caregivers, employers demonstrate both kindness and business smarts as they mitigate the risk of losing critical talent.
The current crisis may seem like an existential threat that supersedes all other objectives. But building a more inclusive workforce isn’t a distraction—it’s a critical part of the solution.
The COVID-19 crisis impacted women in tech differently. Midlevel women saw some benefits—but women of color, in particular, faced new challenges.
Companies facing intense competition for talent can take concrete steps to attract more women to tech and encourage them on their path to leadership.
This BCG discussion series goes behind the scenes with some of the brightest minds in business as they offer candid takes on how to listen and learn from others, authentic ways of managing stress, and much more.
Companies are spinning their wheels when it comes to building diversity in leadership. Why? Because they are not focusing on the root causes of the problem.
By reshaping the way employees find challenging opportunities, new ITM programs are helping women grow their careers.
Pay, promotion, and benefits have been the traditional carrots for hiring & retaining employees. Gabi Novacek explains how these elements are changing.
LGBTQ employees have changed, and companies need to upgrade their HR policies to match. The main challenge? Creating the right working environment.
Companies can create the workforce they need—and increase the number of women in STEM leadership roles—by offering women more opportunities to build their skills.
Today’s agile, collaborative, and people-oriented companies will fare better with leadership that shares those same attributes.
Companies can’t capture the real value of a diverse workforce until they create an organizational culture that welcomes everyone—truly everyone—to participate.
The first 12 months at a new job are a critical time for LGBTQ+ people to present their authentic selves in the workplace. Those who don’t come out professionally then are likely to remain closeted.
Supporting employees’ mental and physical health is critical. So is creating an environment where people can be their authentic selves.
Senior executives set the strategic agenda, but it’s up to line managers to implement change on the ground. No inclusion effort can succeed without their buy-in.
When money no longer buys happiness, companies must rethink their approach to diversity, equity, and inclusion (DEI).
Companies can use the disruptive power of gender diversity to elevate innovation, resilience, and financial performance to new levels.
Here are five ways to ensure individuals from all levels of society can easily move around cities.
Companies can take four steps to address the inequitable health outcomes that marginalized and underserved communities experience in the US.
To create inclusive workforces and inclusive products, companies must treat inclusion as a business innovation. Bridging the racial wealth gap requires committed resources and responsibilities.
