Matt Krentz
董事总经理兼高级合伙人
芝加哥
多样性和包容性并不是在冲洗时期的高性能公司保留的奢侈品。它们构成了提高性能的强大杠杆，并且由于公司的目标是加速不景气，它们比以往任何时候都更为重要。
BCG brings deep expertise in driving measurable change in多样性，公平和包容（DEI）。我们的工作使客户能够建立充分反映世界上多元化的团队以及他们所服务的社区，并赋予他们促进其业务和我们的社会的能力。
We recognize the significant value that diversity, equity, and inclusion can unlock—for individuals, organizations, and societies—and the need to do better. To this end, we partner with companies to implement proven diversity strategies and diversity and inclusion best practices.
The facts are clear: companies with diverse workforces and inclusive workplaces—defined as those where women and people of color reported positive experiences at work—were far less affected by the global financial crisis. From 2007 to 2009, the S&P 500 index declined by more than 35% during the crisis while the stocks of inclusive companies actually increased by 14%.
在一系列措施，多样性和包容性研究中，多样性更大的组织击败了多元化的对应。
然而，许多公司DEI计划并未为雇员或雇主提供。尽管有98％的员工对我们2018年的全球多样性调查做出了回应，但他们的公司制定了一项性别多样性计划，但只有大约25％的人觉得他们亲自从多样性干预中受益。
我们在多元化，公平和包容上实现可持续影响的整体方法基于三个行动支柱。
我们的多样性，公平和包容性咨询团队与私营和公共部门合作，以制定多样性战略并为在工作场所推进DEI的解决方案。这些是我们关于该主题的一些专家。
North America Diversity, Equity, and Inclusion Director
西雅图
建立一种新的多样性，公平和包容性文化。
BCG partnered with a leading global industrial goods manufacturer to develop new programs and processes to help the company achieve its ambitious DEI goals. The work resulted in a clear five-year plan on strategic DEI priorities, meaningful advocacy from senior leadership, and active top-down involvement in shaping and executing the new DEI strategy.
创造一个更多样化和包容的劳动力
BCG helped a Middle Eastern oil and gas company analyze recruiting data to uncover DEI gaps in the talent pipeline. Through the analysis, the company was able to shape new DEI policies and programs for building a more diverse workforce.
使用技术来Improve Diversity and Inclusion。
波士顿咨询公司帮助北美石油和天然气公司sess employee performance evaluation data to develop dashboards that track DEI progress throughout the organization. These dashboards enabled the company to identify opportunities and address pain points to improve DEI initiatives moving forward.
利用数据来推动多样性和包容性创新。
BCG与一家拉丁美洲电信公司合作，分析和利用创新黑客马拉松的定量和定性数据。通过这些黑客马拉松，该组织能够设计出多样性和包容性干预措施，真正提高了其DEI战略。
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 must take a more comprehensive approach to diversity and apply a more nuanced lens for analyzing diversity data. Deaveraging is essential to formulate the right DEI strategy.
We share a snapshot of the progress we’ve made—and where we’ve committed to go.
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.
公司在创造一种欢迎所有人（真正的人）参与的组织文化之前，无法捕捉多样化的劳动力的真正价值。
是否想产生可以在市场上获胜的创造性新想法？建立管理团队，包括最广泛的背景和观点范围的人。
BCG’s Commitment to Diversity, Equity, and Inclusion
