ダイバーシティ＆インクルージョン　最近の論考

職場のダイバーシティ向上は財務業績の向上にもつながることがわかっていますが、あるべき姿と現状のギャップを埋めるのは容易ではないと感じているリーダーも少なくありません。ダイバーシティの効果や、どうしたらダイバーシティ向上を実現できるか、などについてのBCGの論考や動画をご覧ください。

コロナ危機

業界別論考

地域別視点

Featured Insights

Fixing the Flawed Approach to Diversity

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Financial Institutions Can Break the Cycle of Racial Inequality

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A New LGBTQ Workforce Has Arrived—Inclusive Cultures Must Follow

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Easing the COVID-19 Burden on Working Parents

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Private Equity’s Chance to Stand Up for Diversity and Inclusion

Championing inclusiveness at the highest levels of portfolio companies is the right moral choice—and it has practical benefits, too.

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.

How Diverse Leadership Teams Boost Innovation

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.

COVID-19 and the Future of Work

Five ways that work and life will change as necessity forces us to adopt different behavioral patterns.

COVID-19: A chance to build strong relationships with your employees and colleagues

COVID-19: A Chance to Build Stronger Relationships With Your Employees and Colleagues

The new global reality has no room for usual daily routines. This difficult time calls for great leadership, building trust, and creating better teams for the future.

経営上の必須課題としてのダイバーシティ(2020年代の勝利をめざして)

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。

女性の活躍推進を日本企業で達成するには

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。

BCGが読む経営の論点2018

マクロ環境の変化は企業経営にどんな意味を持つのか。デジタル技術の進展は何をもたらし、競争のあり方をどう変えるのか。それらを踏まえた上で企業を変革するために、自社の組織能力をどう進化させればいいのか。こうした観点で13のテーマを選び、どこに着目し、どう備えればよいのかを解説します。

Developing Leaders

Closing the Gender Gap in Sales Leadership

To retain their best performers, companies will need to rethink hiring, change how work gets done, encourage sponsorship of women, and publicize the actions they’re taking to improve equity.

How We Closed the Gap Between Men’s and Women’s Retention Rates

BCG’s Apprenticeship-in-Action program has shown how the day-to-day apprenticeship experience is fundamental to improving the satisfaction, retention, and advancement of the firm’s diverse workforce.

Women on the Move

BCG research shows that, contrary to popular belief, the majority of women are willing to travel abroad for work. By making international posts more appealing to women as well as to men, companies can build more balanced leadership teams.

Podcasts from Women@BCG

Experts discuss the latest research on diversity and inclusion.

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Workforce Trends

Women Are the X-Factor in New Ways of Working

Today’s agile, collaborative, and people-oriented companies will fare better with leadership that shares those same attributes.

How Reskilling Can Transform the Future of Work for Women

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.

How AI Could Help—or Hinder—Women in the Workforce

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.

Winning the Race for Women in Digital

To build the digital workforce that the future demands, companies must recruit—and retain—women.

Culture & Engagement

Diversity Is Just the First Step. Inclusion Comes Next.

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.

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.

Lightening the Mental Load That Holds Women Back

The task of orchestrating and managing the household and family still falls disproportionately on women. Companies and individuals—both women and men—can help shift the balance.

Making the Workplace Work for Dual-Career Couples

As employees share more family responsibilities, employers can help retain talent by supporting dual-career couples. Four company initiatives provide a roadmap for doing so.

Engaging Men

What Being a Minority in the Room Taught Me About Blind Spots

Subverting current gender norms in the workplace creates a unique learning environment.

How Millennial Men Can Help Break the Glass Ceiling

Companies trying to create a more equitable workplace have a valuable resource on their own staff: young men, whose attitudes toward gender diversity are closely aligned with those of women.

Five Ways Men Can Improve Gender Diversity at Work

Rather than walling off gender diversity as a women-only issue, companies need to get men at all levels actively involved. Several strategies can help.

Industry Insights

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.

Why Gender-Based Marketing Is Bad for Business

BCG's Gaby Barrios explains that to build better brands, companies must look beyond gender-based marketing.

What’s Keeping Women Out of Data Science?

An image problem in this fast-growing field has turned into a potentially dangerous diversity problem. Companies must do more to dispel the myths and combat the negative perceptions.

Why Women-Owned Startups Are a Better Bet

Although companies launched by women receive far less early-stage funding than those launched by men, women-owned companies generate more revenue.

Featured Content

コロナ危機と新たなリーダーシップ・アジェンダ

2020年代の勝利をめざして

アジャイルの成否のカギは経営トップにある

ダイバーシティ＆インクルージョン 最近の論考

Featured Insights

Financial Institutions Can Break the Cycle of Racial Inequality

A New LGBTQ Workforce Has Arrived—Inclusive Cultures Must Follow

Easing the COVID-19 Burden on Working Parents

Why Gender-Based Marketing Is Bad for Business

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ダイバーシティ＆インクルージョン　最近の論考