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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

EDUCATION

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

HONORS AND AWARDS

  • Harvard University Baker Scholar
  • HERoes Advocate Executive, INvolve People, 2021
  • Global Champion of Women in Business, Financial Times, 2018

Publications and Videos

The Pandemic's Lasting and Surprising Effects on Women in Tech - rectangle

The Pandemic’s Lasting and Surprising Effects on Women in Tech

The COVID-19 crisis impacted women in tech differently. Midlevel women saw some benefits—but women of color, in particular, faced new challenges.
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Women’s Path to Leadership in Tech

Companies facing intense competition for talent can take concrete steps to attract more women to tech and encourage them on their path to leadership.
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Reinventing the Leadership Journey for Women in Tech

How did the pandemic impact women tech leaders? It’s complicated. The past two years brought significant challenges, but they also created new opportunities—particularly for midlevel women.
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Reinventing Gender Diversity Programs

When money no longer buys happiness, companies must rethink their approach to diversity, equity, and inclusion (DEI).
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With Caregivers in Crisis, Companies Need to Step Up

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.
Inclusive Cultures Have Healthier and Happier Workers

Inclusive Cultures Have Healthier and Happier Workers

Supporting employees’ mental and physical health is critical. So is creating an environment where people can be their authentic selves.
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Why the First Year Matters for LGBTQ+ Employees

The first 12 months at a new job are a critical time for LGBTQ+ people to present their authentic selves in the workplace. Those who don’t come out professionally then are likely to remain closeted.
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It’s Time to Reimagine Diversity, Equity, and Inclusion

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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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.

Two Minute Tuesday - Matt Krentz

Matt Krentz has led the diversity and inclusion efforts at BCG for many years. Here he offers reflections on the importance of listening and empathy.

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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.