Diversity and inclusion are not luxuries reserved for high-performing companies in flush times. They constitute a powerful lever for improving performance—and they are more critical than ever as companies aim to accelerate out of the downturn.
BCG brings deep expertise in driving measurable change in diversity, equity, and inclusion (DEI). Our work enables clients to build teams that fully reflect the diversity in the world and the communities they serve—and empowers them to advance their businesses and our society.
We recognize the significant value that DEI can unlock—for individuals, organizations, and societies—and the need to do better. To this end, we partner with companies to implement proven diversity strategies and diversity and inclusion best practices.
Advancing DEI is the right thing to do—and that’s reason enough to do it. It also helps organizations draw the best talent and unlock the potential of all their people. A focus on DEI will be particularly critical in recruiting younger generations, who value inclusion and social activism. There’s also a very strong business case to make for diversity, equity, and inclusion.
The facts are clear: companies with diverse workforces and inclusive workplaces—defined as those where women and people of color reported positive experiences at work—were far less affected by the global financial crisis. From 2007 to 2009, the S&P 500 index declined by more than 35% during the crisis while the stocks of inclusive companies actually increased by 14%.
Organizations with greater diversity beat their less-diverse counterparts on a range of measures, diversity and inclusion research shows.
And yet, many corporate DEI initiatives are not delivering—for employees or employers. While 98% of employees who responded to our 2018 Global Diversity Survey said that their company had a gender diversity program in place, only about 25% felt that they have personally benefited from a diversity intervention.
North America Diversity, Equity, and Inclusion Director
Seattle
Our holistic approach to achieving sustainable impact in DEI is built on three pillars of action.
We help mitigate bias and build diverse workforces, first by analyzing representation metrics at all levels—including retention rates and engagement scores. Then we assist in embedding diversity, equity, and inclusion best practices in business processes, such as equitable personnel policies across the employee life cycle of hiring, development, and retention. And we help clients excavate their purpose and build an organizational culture that fosters inclusion and encourages diversity.
We help our clients drive innovation and create value by serving broader market segments and establishing minority supplier and distributor programs as a source of competitive advantage. By harnessing their business drivers, they can advance their Total Societal Impact (TSI). TSI is BCG’s measure of an organization’s economic, social, and environmental effects on the world; it stands alongside total shareholder return (TSR) as a driver of corporate strategy. We ensure that diversity, equity, and inclusion are fully considered, measured, and advanced by this lens.
We collaborate with our clients so they can use their voice, influence, and philanthropy to catalyze diversity, equity, and inclusion in their communities and around the world. We help them identify the DEI issues where the need is greatest and most aligned with their values and purpose. We also assist in building coalitions that amplify their commitments to diversity, equity, inclusion.
Diversity & Inclusion Assessment for Leadership is an online survey tool that measures how employees assess a company’s progress in racial diversity, and diversity and inclusion overall.
Workforce Inclusion Scorecard and Evaluation provides transparency into how diverse employees are represented across the employee life cycle: recruiting, retention, attrition, and promotion.
To take DEI to the next level, look beyond broad categories of race, gender, and sexual orientation to discover what truly shapes employees’ experiences at work.
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Companies must take a more comprehensive approach to diversity and apply a more nuanced lens for analyzing diversity data. Deaveraging is essential to formulate the right DEI strategy.
We share a snapshot of the progress we’ve made—and where we’ve committed to go.
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.
We are putting the power of BCG to work in order to make a difference in the world.
Companies can’t capture the real value of a diverse workforce until they create an organizational culture that welcomes everyone—truly everyone—to participate.
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BCG’s Commitment to Diversity, Equity, and Inclusion
