BCG’s Diversity, Equity, and Inclusion (DEI) 2023 US report details how we have held ourselves accountable to our commitment to embrace diverse perspectives, strive for equitable outcomes, and create an inclusive culture.
OurDEI efforts是一个持续的挑战之旅的一部分inequi吗ty, pursue justice, and support inclusivity both within and beyond our firm. We are advancing accountability efforts, and we are measuring, progressing, and deepening our commitment to making BCG the best place for our people to grow and thrive.
Our purpose principles are meant to represent who we are when we are at our best. Our principles are used as a framework to guide discussions, decisions, and behaviors and to evaluate whether we are staying true to our ethos and living our purpose authentically. Hear more from some of our senior leaders about how DEI is intertwined with our purpose principles as a company.
Increasing diverse representation, experience, and expertise across BCG is a priority—along with supporting BCGers and enabling them to thrive. Our DEI data shows that our investment in diversifying our teams is having a tangible impact on our company. We are proud of the fact that 51% of new hires in 2022 identified as racial or ethnic minorities, and we had one of our most diverse managing director and partner (MDP) promotion classes ever.
Our progress has taken intention and investment of time and resources, but we are still not where we want to be. We continue to build on our efforts to attract and engage high-potential candidates from all backgrounds. We know such individuals bring immense value to the firm, and we remain deeply committed to building an inclusive culture and an equitable company so employees from a wide range of experiences and identities can thrive at BCG.
What does “Bringing your whole self to work” really mean in practice? We sought to find out in a series of conversations with BCGers. Read more about their stories below:
Al Chambers
,负责管理BCG业务服务办公室Atlanta, gets his energy from the people around him. He brings his enthusiasm, passion for collaboration, and a work ethic he learned from his immigrant parents to the office every day.
Kristi Woolsey
A natural artist, Kristi began her career in architecture at the age of 15. Her love for learning has remained a constant: from researching physical space and the human experience to launching an experience design company all by the age of 40.
Corey Fowler
A Pittsburgh native, Corey finds purpose in creating equal opportunities and connections in his hometown and beyond. He is actively looking for ways to create inclusive spaces where people can feel a sense of affiliation and community.
Olivia Anglade
As an engineer, veteran, Stanford and Berkeley grad, and proud daughter of immigrants from Haiti, Olivia’s experiences have shaped her approach to leadership—one rooted in finding connection with colleagues and clients.
Keauna Mason
As a first-gen college grad, Keauna experienced code switching early in her career—hiding her authentic self to appease colleagues. Since learning how to ignore the "unwritten rules," she has been able to express herself creatively and focus on excelling in her role at BCG.
We aim to identify and address the root causes of systemic inequity in our own business practices and strategies—and we empower our clients to do the same. We drive innovation and create value for clients by expanding access to opportunity throughsupplier diversity.
BCG’s North American中心的包容和公平(CIE)—focused on supplier diversity, access to capital, and next-generation people strategies—is an example of these DEI efforts. Made up of over 250 experts, the CIE works with clients and partners to drive measurable change for various racial, ethnic, and gender groups, as well as the LGBTQ+ community, military service members and veterans, and people with disabilities.
BCG’sBLISS Index(Bias-free, Leadership, Inclusion, Safety, and Support), a data-driven approach to measuring inclusion in the workplace, helps leaders define, measure, and influence DEI, particularly the “I” in inclusion. One key finding from this year's index is that when employees feel DEI programming is a priority in the workplace, the percentage of all employees who are happy increases by 31%, and the number of both women and men surveyed who feel motivated increases by nearly 25%.
BCG engaged with Grameen America, a microloan provider and community development financial institution (CDFI), to enhance access to capital for Black women entrepreneurs across the US. In less than a year, the organizationdisbursed $2.1 million in loansto hundreds of people.
Read the full storyPart of our DEI goal is to amplify our impact by using our voice, influence, and philanthropy as a platform to catalyze change outside the firm. To do this, we build coalitions to amplify commitments within industry and invest in diverse communities and customer segments.
At the heart of this effort is a focus on leveraging our expertise, partnerships, and networks—including our strong base of alumni and clients—to accelerate change. One such example is BCG Spark, a program that pairs BCG volunteers with growing minority- and women-owned businesses. Run in partnership with Majira Project, a Boston-based nonprofit, the program has so far supported more than 140 companies and helped to create more than 1,000 jobs.
We also partner with the Southern Communities Initiative, a corporate consortium with the goal of helping to solve endemic challenges facing communities of color in the South. And as a launch partner in Management Leadership for Tomorrow’s Racial Equity at Work certification program, we are taking an evidence-based, comprehensive approach to promoting racial equity across representation, workplace culture, business practices, and investments, and we have been recognized with Black Equity at Work Bronze Certification and Hispanic Equity at Work Plan Approval.
Numerous external and independent organizations have recognized BCG’s commitment to DEI. We are proud to berecognizedfor both the excellence of our work and robust culture we are building.
This is our third annual report detailing our DEI efforts. The 2021 and 2022 reports highlight our US DEI data and show our progress over time.
Our 2022 report explores our US DEI data from the past year and the results of our DEI efforts to advance equity within and beyond the firm.
In our first annual DEI report, we shared our commitment to pursue diversity, equity, and inclusion in our workplace, our work, and our world—and looked at the impact of our DEI efforts thus far.
