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.
Gender diversity can be a profound business challenge—or a source of competitive advantage. But it’s not women who need to change. It’s 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.
Equitable products, built on the concept of human-centered design, increase value by providing a better customer experience and solidifying brand trust.
The US desperately needs workers. Workers desperately need help taking care of their children and (increasingly) their parents.
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.
How did the pandemic impact women tech leaders? It’s complicated. The past two years brought significant challenges, but they also created new opportunities—particularly for midlevel women.
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.
On this episode of "The So What from BCG," Detroit Office Leader Neveen Awad explains why we need women in tech and shares insights from her own journey.
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.
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.
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.
Because it can be both unconscious and pervasive, bias is difficult to tackle. Nan DasGupta, discusses the difficulties in breaking down bias at work.
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.
Subverting current gender norms in the workplace creates a unique learning environment.
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.
The latest study by BCG and the World Economic Forum explores how thoughtfully designed mobility systems can play a crucial role in everything from a community’s health to socioeconomic gains.
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.
Misconceptions about Black and Latinx un/underbanked households make it hard for the financial sector to address the problem effectively.
Although the oil and gas industry has made significant progress toward greater diversity, much remains to be done to gain the performance and productivity benefits that a diverse workforce provides.
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.
