In BCG leaders are measured on their ability to create diversity
This Monday the Danish Business Authority (Erhvervsstyrelsen) launched 10 best practice case examples providing inspiration for how leading companies and organizations in Denmark work with gender diversity. Gender diversity is a top priority for Boston Consulting Group (BCG) and thus, I am very proud that we are one of the 10 case companies.
Below I have listed a few of the initiatives, which helps us drive a very successful gender diversity agenda. I would love to hear your ideas and tips, so we together can advance the gender diversity agenda.
- Gender diversity is a critical business priority for BCG and it is on the agenda of our CEO and Executive Committee. We see a clear business case in having diverse teams. We focus on several diversity parameters including educational background, gender diversity, race and sexual orientation.
- In Europe, our goal is to have a 40% female share of all our new hires. We will increase this target to 50% eventually. Currently we are tracking at 35% female intake in Europe and we are improving continuously.
- Every quarter all our offices report three KPI’s to our Executive Committee: 1) Female intake as a % of overall intake, 2) Female promotion rates across all career levels vs. male promotion rates and 3) Female attrition vs male attrition rates
- We work with a "Segment of One" approach incl. active mentoring of our senior females for how to successfully combine motherhood and a demanding BCG career.
- We actively seek to build male role models incl. paternity leave and flex models – making dual careers a possibility is an important priority in our gender diversity agenda
- We have a strong female leadership pipeline to make sure we consider a balanced set of candidates (male and female) for new leadership positions. The most qualified candidate will always get the job - male or female – but it is important to consider the full set of talents.
- We proactively plan career paths including flexible working models and transparent discussions on travel activity and location of our clients
Link to the best practice case examples here.
I think in an ideal world, a new hire should be made exclusively using an objective criteria, regardless of things such as gender or race. Shouldn't it be all about how much can you actually bring to the table?:)
Poker Mindset Coach ?? NLP | MINDSET | HIGH PERFORMANCE |
6 年Awesome!
Advisor and Independent Consultant
6 年This is excellent!
Investment Director at Impetus
6 年This is excellent - super proud!
Head of Sourcing & Technology Governance at Nordea Asset Management
6 年I especially believe in the following initiatives such as female leadership pipeline and leadership role models, male as well as female. I personally agree that women are not as forward looking as men in terms of voicing our leadership career aspirations, which in the end means that we are lagging behind when it comes to seizing the new leadership opportunities. Consistent cultivation of female leadership talent increases organisational awareness of gender diversity and encourages women to step forward. I also strongly agree that the best candidate should get the job no matter what. However, practice shows that it is only possible when all strong candidates have entered the game. I hope that other Danish organisations can get inspired by all the good initiatives to promote gender diversity that BCG has pioneered.