Miki Tsusaka
Managing Director & Senior Partner
Tokyo
Miki Tsusaka is a founder of the global Marketing, Sales & Pricing practice at Boston Consulting Group. Prior to her current role, Miki held the role of BCG's global Marketing, Sales & Pricing practice leader and led BCG’s post-merger integration work.
Since joining BCG in Japan in 1984 and later spending 20 years in the firm's New York office, Miki returned to Japan in 2008 to work with a wide range of clients, primarily in the consumer goods and retail sector as well as other consumer-facing B2C businesses, including financial services, insurance, and technology and media companies.
In her work with clients, she has consulted on a wide array of issues, such as growth, profit enhancement, transformation, digitization, and organization redesign.
消費者の心理や行動は、新型コロナウイルスにより大きく影響を受けています。そして、アナログな交流が制限されるなか、デジタルは必需品の購入や他者とのつながりを可能にし、世界はさらなるデジタル化へと進みつつあります。この論考では、日本、オーストラリア、インドの消費者心理と支出への影響、そしてデジタルへのシフトについて掘り下げます。
Australia, Japan, and India entered lockdown at different times and under very different circumstances. Here’s how consumers in these countries—and elsewhere—assess their prospects.
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.
ダイバーシティは、倫理上の課題であるだけでなく、経営上の強力な要件になっています。多様な考え方やアイデアを擁し、それを活かす組織は、イノベーション能力や予期せぬ事態に持ちこたえる能力（レジリエンス）を高めることができます。多様な人材を採用し、さまざまな人材が潜在力を十分発揮できるインクルーシブな組織をつくることが重要です。
Diversity is not just a moral imperative—it’s also a business imperative. Companies that increase the diversity of their workforce on multiple dimensions, and create an environment that welcomes new perspectives, boost their capacity for innovation and their ability to withstand the unexpected.
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.
Company leaders must acknowledge their blind spots, respond to the needs of diverse groups, and focus on the measures that really work.
To build the digital workforce that the future demands, companies must recruit—and retain—women.
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.
2017年2～4月に実施した、20社を超える先進企業・団体の経営陣に対するインタビューと2,600人以上の従業員へのアンケート調査をもとに、日本企業における女性の活躍推進への取り組みの現状と背景、そして女性の活躍を実現するために必要な4つのステップについて解説します。
To begin to achieve gender equality, companies must: understand why diversity matters and commit to closing the gap from the top down, find what is most important to employees and concentrate efforts there, change men's and women's mindsets on the need for women in the workforce, and reform the work culture.
