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.
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.
Diversity drives innovation and innovation drives diversity. BCG Partner Rocío Lorenzo explains how diverse leadership teams establish themselves and thrive.
In this moment of national reckoning, how can business leaders best show their support and advance racial equity in the workplace? By revitalizing their corporate purpose.
Despite efforts to promote equity, many employees say companies haven’t done enough. Creating an equitable environment goes beyond hiring a diverse team—and benefits the entire company.
Our latest edition delves into today’s most important talent trends—and what they mean for organizations looking to secure competitive advantage in the years ahead.
Concerns about Black hesitancy during the rollout of the COVID-19 vaccine have distracted health officials from the real issue: equitable access.
The challenge to juggle home and professional responsibilities continues.
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.
Female leaders in technology reveal what companies—and women themselves—can do to expand gender diversity in tech leadership.
To retain their best performers, companies will need to rethink hiring, change how work gets done, encourage sponsorship of women, and publicize the actions they’re taking to improve equity.
BCG’s Apprenticeship-in-Action program has shown how the day-to-day apprenticeship experience is fundamental to improving the satisfaction, retention, and advancement of the firm’s diverse workforce.
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.
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.
Companies can’t capture the real value of a diverse workforce until they create an organizational culture that welcomes everyone—truly everyone—to participate.
Supporting employees’ mental and physical health is critical. So is creating an environment where people can be their authentic selves.
Company leaders must acknowledge their blind spots, respond to the needs of diverse groups, and focus on the measures that really work.
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.
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.
Subverting current gender norms in the workplace creates a unique learning environment.
BCG Managing Director and Partner Michael Tan explains that younger men are closely aligned with women in how they view gender diversity challenges—and should be a significant part of the solution.
Rather than walling off gender diversity as a women-only issue, companies need to get men at all levels actively involved. Several strategies can help.
Inequality is a complex challenge. To tackle it, governments should not only provide safety nets for citizens but also create trampolines that help them advance.
Closing the wealth gap demands radical disruption in the way financial organizations and investors prioritize, target, and invest in Black consumers.
PE-owned firms are lagging their public counterparts on diversity, equity, and inclusion. This needs to change.
Lilly’s Dave Ricks is passionate about diversity and inclusion at a crucial time.
To create a more balanced and equitable workforce, the industry needs to understand how crucial moments of truth draw women to tech careers—or push them away.
