
今こそ、機関投資家はESGの「S」に取り組むべき
経済的リターンとともに社会や環境に測定可能な価値を生み出すことをめざす「インパクト投資」。社会の多様性や公平性、包摂性の向上に向けたインパクト投資をさらに拡大するために、機関投資家はこれまでのやり方をどう変えるべきでしょうか。
経済的リターンとともに社会や環境に測定可能な価値を生み出すことをめざす「インパクト投資」。社会の多様性や公平性、包摂性の向上に向けたインパクト投資をさらに拡大するために、機関投資家はこれまでのやり方をどう変えるべきでしょうか。
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。
イノベーションを生み出すために、企業はどのような組織づくりを行えばいいのでしょうか? BCGは米国や中国など8カ国において1,700社以上の企業を対象に、6つのタイプの多様性――性別、年齢、出身国、キャリアパス、他業界での経験、教育――の観点から、企業の多様性の度合いとイノベーションの水準の相関についての調査を行いました。その結果、経営層の多様性を高めると、企業のイノベーションが質・量ともに向上することが明らかになっています。本稿では、調査結果の分析と、多様性を高めるために企業がとるべきアプローチを紹介します。
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。
Equitable products, built on the concept of human-centered design, increase value by providing a better customer experience and solidifying brand trust.
Gender diversity can be a profound business challenge—or a source of competitive advantage. But it’s not women who need to change. It’s the workplace.
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By leading with empathy and easing the burden on caregivers, employers demonstrate both kindness and business smarts as they mitigate the risk of losing critical talent.
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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.
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Today’s agile, collaborative, and people-oriented companies will fare better with leadership that shares those same attributes.
Because it can be both unconscious and pervasive, bias is difficult to tackle. Nan DasGupta, discusses the difficulties in breaking down bias at work.
Companies can’t capture the real value of a diverse workforce until they create an organizational culture that welcomes everyone—truly everyone—to participate.
Supporting employees’ mental and physical health is critical. So is creating an environment where people can be their authentic selves.
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.
Here are five ways to ensure individuals from all levels of society can easily move around cities.
The latest study by BCG and the World Economic Forum explores how thoughtfully designed mobility systems can play a crucial role in everything from a community’s health to socioeconomic gains.
To create inclusive workforces and inclusive products, companies must treat inclusion as a business innovation. Bridging the racial wealth gap requires committed resources and responsibilities.
Misconceptions about Black and Latinx un/underbanked households make it hard for the financial sector to address the problem effectively.
Although the oil and gas industry has made significant progress toward greater diversity, much remains to be done to gain the performance and productivity benefits that a diverse workforce provides.
Inequality is a complex challenge. To tackle it, governments should not only provide safety nets for citizens but also create trampolines that help them advance.