ダイバーシティ、エクイティ、インクルージョンに関するBCGの取り組み

Our research highlights the role of an inclusive culture in attracting and retaining top talent from diverse backgrounds. Diverse perspectives are vital for solving complex challenges and delivering innovative and effective solutions that help our clients succeed―and contribute to making the world a better place.

More specifically, to fully reflect the world in which we work and to achieve sustainable impact, we are committed to:

• Recruiting passionate, open-minded people of all gender identities, sexual orientations, races and ethnicities, abilities, and life experiences. 
• Offering global diversity affinity networks for employees identifying as women, LGBTQ+, and people with disabilities, as well as local networks and communities focused on shared identities based on race/ethnicity, socioeconomic background, veteran status, religious affiliation, or caregiving outside of work. We focus on intersectionality across these networks and through them provide affiliation, networking, education, mentorship, and opportunities to engage with senior leaders. 
• Identifying opportunities in each of our markets to foster inclusion and drive cultural changes. In North America for example, this work is driven by Inclusion Accelerators, which are local office groups responsible for programming and education initiatives.  
• Investing in proprietary research that informs our understanding of key issues to feed into our people strategy as well as external publications. 
• Supporting clients in enhancing value creation and competitive advantage by creating more equitable and inclusive business practices. 
• Partnering with leading advocacy organizations across the globe both to learn from them and expand our impact. 

Accountability and Leadership. Led by our CEO and Executive Committee and supported by our chief diversity officer, our DEI efforts are integrated across global operations. We consistently monitor retention and promotion rates, maintaining equal rates for men and women for over a decade, and have introduced the “Count Me In” campaign to enhance our understanding of our workforce and further tailor our DEI initiatives.

Inclusive Culture. BCG is committed to fostering an inclusive culture where all employees thrive, recognizing that inclusion enhances employee happiness, well-being, motivation, and retention. In 2023, we built the BLISS survey tool to establish a baseline for inclusion among our staff and which we will administer regularly to track progress and identify areas for improvement.

Compensation Practices. Our compensation function manages BCG’s global pay practices, using tools and frameworks that support pay equity and operate without bias or discrimination. We develop salary and incentive structures on the basis of local market pay data as well as information about the role and skill set that each position requires. Our pay levels are highly competitive and greatly exceed minimum wage requirements, including in the US, where the hourly pay of all regular employees exceeds $20 per hour. We review compensation regularly, taking into account factors such as an individual’s proficiency, experience, and level of performance, as well as the location of the role. We comply with all applicable pay equity laws and regulations, such as the UK’s Gender Pay Gap reporting requirements. In addition to our legal requirements, we apply more rigorous standards—for example, ensuring that BCG pays above a living wage in all markets.

Inclusion Awareness and Education. Each of us is responsible for driving inclusion within our teams, requiring awareness and education to effectively do so. Every year, all BCGers complete a Code of Conduct training. In addition, we provide a variety of DEI-related trainings across our offices and all staff have access to an extensive on-demand library of DEI resources.