BCG’s Latest Thinking on Diversity, Equity, and Inclusion

BCG’s Jean Lee discusses why organizations should be equitable and inclusive—and how the benefits are felt both within and outside the workplace.

Investors often misperceive—and therefore overlook—an ethnic group that’s a growing economic powerhouse in the US.

Finding responsible ways to develop and deploy AI systems is essential. And with the arrival of generative AI, the stakes couldn’t be higher.

Companies facing intense competition for talent can take concrete steps to attract more women to tech and encourage them on their path to leadership.

Companies are spinning their wheels when it comes to building diversity in leadership. Why? Because they are not focusing on the root causes of the problem.

Talent can be hard to source and retain, even as segments of the US population lack access to satisfying, supportive jobs. Three initiatives are making a difference.

By reshaping the way employees find challenging opportunities, new ITM programs are helping women grow their careers.

LGBTQ employees have changed, and companies need to upgrade their HR policies to match. The main challenge? Creating the right working environment.

Organizations can focus their attention on just these four areas to diagnose where they may be falling short in their efforts to meet employees’ needs.

When people with disabilities also belong to other marginalized groups, their feelings of inclusion and satisfaction in the workplace decrease. How can employers address their intersectional needs?

In an interview with Bloomberg TV, BCG’s Gabrielle Novacek discusses the importance of reframing the approach to diversity, equity, and inclusion for a post-pandemic world and addressing the needs and motivations of women in the workforce. “Many companies solve for the functional side – they get out the better pay, the maternity leave,” she says. “They often neglect the more emotional in nature – the need to feel respected, valued, and more secure. And that’s where the hard work starts to kick in.”

Leading with empathy creates a secure environment that boosts performance and retention—especially for diverse employees.

When people feel safe speaking up in the workplace, says BCG’s Ulrike Schwarz-Runer, innovation and better business outcomes follow.

Explains BCG’s Dinesh Khanna, teams must be able to have open conversations, take risks, and engage in creative conflict.

BCG’s Joe Davis advises leaders to work hard to understand others’ perspectives. Ask yourself: What’s going on in their world that might be driving their thinking?

A new survey shows that in health care, financial services, and consumer products, companies develop products and services that overlook the needs of women.

By developing products for a broader base of patients and markets, medtech companies can improve health outcomes, generate business advantages, and contribute to healthier societies overall.

Unlocking inclusion beyond diversity: BCG's BLISS Index reveals leadership's pivotal role and the surprising impact of financial backgrounds on workplace harmony. Prioritize both for transformative success.