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.
Finding responsible ways to develop and deploy AI systems is essential. And with the arrival of generative AI, the stakes couldn’t be higher.
BCG’s Jean Lee discusses why organizations should be equitable and inclusive—and how the benefits are felt both within and outside the workplace.
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.
Web3 is transforming how people present themselves online, yet startup founders and investors are overwhelmingly male. Five measures can help build a more inclusive Web3.
Grundfos, the largest pump manufacturer in the world, has valued diversity in the workplace for decades; today, it is ramping up its DEI efforts, with a focus on gender diversity in manufacturing, LGBTQ+ inclusion, mentoring programs, and more.
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, exciting, and retaining employees. But feeling safe, challenged, and valued at work can be even more important than a paycheck, says Gabi Novacek, a BCG Henderson Institute fellow researching diversity, equity, and inclusion on this episode of "The So What from BCG" podcast.
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.
Nadjia Yousif, BCG’s chief diversity officer, explains how an inclusive workforce creates happier employees who are more likely to stay—and she has the numbers to back her up.
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.
When money no longer buys happiness, companies must rethink their approach to diversity, equity, and inclusion (DEI).
Supporting employees’ mental and physical health is critical. So is creating an environment where people can be their authentic selves.
Unchecked workplace stress is fueling a mental health crisis among young Canadians. Fostering resilience and well-being can help businesses address burnout.
Here are five ways to ensure individuals from all levels of society can easily move around cities.
Companies can use the disruptive power of gender diversity to elevate innovation, resilience, and financial performance to new levels.
Companies can take four steps to address the inequitable health outcomes that marginalized and underserved communities experience in the US.
