Approximately 98% of employees say their company has a gender diversity program in place, only about a quarter feel that they have personally benefited from a diversity intervention. Matt Krentz discusses how to build diversity and inclusion programs that make a difference.

Matt Krentz is the Diversity, Equity, & Inclusion and Leadership Chair at Boston Consulting Group. He is also a core member of the Consumer and People and Organization practice areas at BCG. He previously led the firm’s Global People Team.

Since joining BCG in 1983, Matt has focused on a variety of strategy, corporate-development, organization, marketing, and sales and pricing issues across a broad range of consumer industries including food and beverage, personal-care products, broadcast and print media, and building products. 

In his client work, Matt has advised numerous chief executives and senior management teams on their corporate strategy; change management; and marketing, sales, and distribution efforts in their current and future markets. 

Prior to joining BCG, Matt worked in corporate development for Hewlett-Packard.

AREAS OF EXPERTISE

  • Diversity & inclusion
  • Digital metrics in people practices
  • Culture and engagement
  • New ways of working and evolving talent models
  • Post-merger integration in consumer goods
  • Mergers and acquisitions
  • Corporate and business unit brand strategy

EDUCATION

  • MBA, Harvard Business School
  • BA, cum laude, Yale University

HONORS AND AWARDS

  • Harvard University Baker Scholar
  • HERoes Advocate Role Model, Yahoo! Finance, 2019
  • Global Champion of Women in Business, Financial Times, 2018

Publications and Videos

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Amplified Calls for Racial Equity Need Amplified Responses

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.
The Payoff for Upskilling Women in STEM

The Payoff for Upskilling Women in STEM

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.
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Take Care of the Caregivers at Your Company

Employees who feel unsupported during the COVID-19 crisis are more likely to leave your organization once the pandemic is over.
How Women Make It to the Top in Technology

How Women Make It to the Top in Technology

Our survey reveals what helps power female leaders’ ascent in tech and what could be holding some of them back.
Diversity, Equity, and Inclusion Still Matter in a Pandemic

Diversity, Equity, and Inclusion Still Matter in a Pandemic

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.
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More Than Ever, Diversity and Inclusion Matter at Eli Lilly and Company

Lilly’s Dave Ricks is passionate about diversity and inclusion at a crucial time.
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Easing the COVID-19 Burden on Working Parents

The pandemic has made the work-life balance dramatically harder for many families. Companies can—and should—take steps to help.
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The Diversity Dividend in Southeast Asia

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.
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Diverse Boards Haven’t Led to Diverse Leadership Teams (Yet)

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.
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Supporting Working Mothers During COVID-19—and Beyond

Women are more likely than men to bear the burden of school and day care closures. Companies can support them by communicating, staying flexible, and leading with empathy.
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It’s Frontline Leaders Who Make or Break Progress on Diversity

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.
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Flex-Work Programs That Actually Work

Giving employees the freedom to determine where, when, and how much they work is rapidly becoming a business imperative.
Deep Expertise, Broad Experience