Resource Center

Companies can use the disruptive power of gender diversity to elevate innovation, resilience, and financial performance to new levels.

The US care economy is broken. Getting it right is vital to economic prosperity and societal well-being.

Once regarded as punitive actions, equity assessments are emerging as rich opportunities for organizations willing to take a closer look at their DEI practices.

This episode of the "American Metamorphosis" podcast from BCG and Atlantic Re:think examines the mental load many women carry for their households and explores how businesses can bolster support systems for working parents and caregivers.

Climate action has a gender-neutral lens, but this lack of intentionality allows underlying biases to sneak in and negatively impact women. BCG managing director and partner Zineb Sqalli offers solutions for advancing both sustainability and gender equality.

The COVID-19 crisis impacted women in tech differently. Midlevel women saw some benefits—but women of color, in particular, faced new challenges.

Given today’s talent challenges and the uneven progress on women’s advancement in the workforce, companies can no longer afford to overlook their internal talent mobility (ITM) program. Companies can use it as a starting point to embed gender equity into their culture and processes. With a full-scale ITM program in place, companies will be better equipped to manage talent in today’s increasingly dynamic environment—and create a more equitable workplace in the process.

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

A study on the effect of global mobility on social inclusion identified five key principles that can make transportation systems more accessible for all.

Pay, promotion, and benefits have been the traditional carrots for hiring, exciting, and retaining employees. But feeling safe, challenged, and valued at work can be even more important than a paycheck, says Gabi Novacek, a BCG Henderson Institute fellow researching diversity, equity, and inclusion.

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.

More than 75% of the global workforce believes diversity at work is a critical factor when considering employment opportunities.

Equitable products, built on the concept of human-centered design, increase value by providing a better customer experience and solidifying brand trust.

Organizations often view inclusion, along with its cousins diversity and equity, as a goal. But what if they start viewing it as a practice, an active commitment, and a way of doing business?

The Untapped Reserves team has put together some materials for you to promote the study with your colleagues, or bolster your planned communications as we continue to #choosetochallenge the gender representation gap in 2022 and beyond!

We believe there are more than a few good men in energy. When we meet one, like Hugh Connett, we love to tell the world about him. Hugh is retiring in the coming months, and is already making plans for how he can continue to be a positive champion for change beyond his role at Chevron.

The latest study by BCG and the World Economic Forum explores how thoughtfully designed mobility systems can play a crucial role in everything from a community’s health to socioeconomic gains.

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.

Supporting employees’ mental and physical health is critical. So is creating an environment where people can be their authentic selves.

The benefits of building a culture that encourages employees to bring their authentic selves to work are clear. Companies should understand that the first year of employment is a critical time for LGBTQ+ employees, when they will decide whether doing so makes sense for them. Employers that understand this and take steps to ensure that their commitment to inclusivity is clear from day one will be in a far better position to leverage the talent and power of their workforce.

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.

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.

The current crisis may seem like an existential threat that supersedes all other objectives. But building a more inclusive workforce isn’t a distraction—it’s a critical part of the solution.

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.

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

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

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.

Companies can’t capture the real value of a diverse workforce until they create an organizational culture that welcomes everyone—truly everyone—to participate.

Companies won’t have balanced workforces unless they approach diversity like any other business priority, with clear metrics to understand the gaps and targeted interventions to fix them.

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.

This BCG discussion series goes behind the scenes with some of the brightest minds in business as they offer candid takes on how to listen and learn from others, authentic ways of managing stress, and much more.