Channeling Outrage into Purpose-Driven Action
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.
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.
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.
Corporate boards include more women and people of color than ever before, but companies won’t capture the full benefits of diversity until they replicate that progress in the executive suite.
Diversity drives innovation and innovation drives diversity. BCG Partner Rocío Lorenzo explains how diverse leadership teams establish themselves and thrive.
Competing home responsibilities, barriers to inclusion, and social isolation are everyone’s problem. It’s time for businesses to fight back.
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.
BCG’s analysis uncovers the reasons for the large disparity in the number of deaths for white people and for people of color in the US.
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.
Our survey reveals what helps power female leaders’ ascent in tech and what could be holding some of them back.
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.
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.
AI will disrupt current employment patterns. But if applied wisely and proactively, it could boost gender diversity and enhance opportunities for women in the workplace.
Companies can’t capture the real value of a diverse workforce until they create an organizational culture that welcomes everyone—truly everyone—to participate.
BCG's Adrian Mitchell, Managing Director and Partner, discusses the importance of following your instinct, connecting deeply with colleagues, and being patient with messy conversations.
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.
Managing Director and Senior Partner Leila Hoteit offers six imperatives to make flexible-work programs truly effective. Some deal with implementation, while others deal with culture. But all are crucial for success.
The task of orchestrating and managing the household and family still falls disproportionately on women. Companies and individuals—both women and men—can help shift the balance.
As employees share more family responsibilities, employers can help retain talent by supporting dual-career couples. Four company initiatives provide a roadmap for doing so.
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.
Closing the wealth gap demands radical disruption in the way financial organizations and investors prioritize, target, and invest in Black consumers.
BCG's Gaby Barrios explains that to build better brands, companies must look beyond gender-based marketing.
Lilly’s Dave Ricks is passionate about diversity and inclusion at a crucial time.
An image problem in this fast-growing field has turned into a potentially dangerous diversity problem. Companies must do more to dispel the myths and combat the negative perceptions.
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.
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.
Only about half the companies in the region have a formal diversity program in place—far lower than the global average. But those initiatives are generating results.
