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00 Homework: Case Study Analysis

1. Your group will be tasked to read and understand the case presented, and answer the questions that
follow. Make sure that each member has their part in accomplishing the requirements of the case study.
Delivering impact through diversity
McKinsey & Company is a global management consulting firm. It is the trusted advisor to the world's
leading businesses, governments, and institutions. They work with leading organizations across the
private, public, and social sectors. Their scale, scope, and knowledge allow them to address problems
that no one else can. They have deep functional and industry expertise as well as the breadth of
geographical reach. They are also passionate about taking on immense challenges that matter to their
clients and, often, to the world.
They work with their clients as they do with their colleagues and build their capabilities and leadership
skills at every level and every opportunity. They do this to help build internal support, get to real issues,
and reach practical recommendations. They bring out the capabilities of clients to fully participate in the
process and lead the ongoing work.
At McKinsey, diversity and inclusion are not just moral imperatives; they are integral to their dual
mission to help their clients make substantial, lasting performance improvements and to build a firm
that attracts, develops, excites, and retains exceptional people. Their groundbreaking research confirms
that gender, ethnic, and cultural diversity, particularly within executive teams, continue to be correlated
to financial performance across multiple countries worldwide.
Through their research, they have set out a compelling business and economic case for diversity. Using
their global reach, they share our insights, convene partnerships for action, and serve clients to inform
critical decision-makers with the power to make real change.
The company is composed of over 120 nationalities speaking more than 130 languages with offices in 66
countries, and nine (9) affinity networks to foster community, mentorship, and professional
development. They also got a 100% score for LGBTQ (lesbian, gay, bisexual, transgender, and queer)
equality in the Human Rights Campaign (HRC) Foundation’s Corporate Equality Index every year since
2006.
Companies report that materially improving the representation of diverse talent within their ranks, as
well as effectively utilizing inclusion and diversity as an enabler of business impact, are particularly
challenging goals. Despite this, multiple companies worldwide have succeeded in making sizable
improvements to inclusion and diversity (I&D) across their organizations, and they have been reaping
tangible benefits for their efforts.
They found that these companies all developed I&D strategies that reflected their business ethos and
priorities, ones that they were strongly committed to. Four (4) imperatives emerged as being crucial:
 Articulate and cascade CEO commitment to galvanize the organization. Companies increasingly
recognize that commitment to inclusion and diversity starts at the top, with many companies
publicly committing to an I&D agenda. Leading companies go further, cascading this commitment
throughout their organizations, particularly to middle management. They promote ownership by
their core businesses, encourage role modeling, hold their executives and managers to account, and
ensure efforts are sufficiently resourced and supported centrally.
 Define inclusion and diversity priorities that are based on the drivers of the business-growth
strategy. Top-performing companies invest in internal research to understand which specific
strategies best support their business-growth priorities. Such strategies include attracting and
retaining the right talent and strengthening decision-making capabilities.

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Leading companies also identify the mix of inherent traits (such as ethnicity) and acquired traits
(such as educational background and experience) that are most relevant for their organization, using
advanced business and people analytics.
 Craft a targeted portfolio of inclusion and diversity initiatives to transform the organization.
Leading companies use targeted thinking to prioritize the I&D initiatives in which they invest, and
they ensure there is alignment with the overall growth strategy. They recognize the necessity of
building an inclusive organizational culture and use a combination of “hard” and “soft”, connecting
to create a coherent narrative and program that resonates with employees and stakeholders to help
drive sustainable change.
 Tailor the strategy to maximize local impact. Top and rapidly improving companies recognize the
need to adapt their approach to different parts of the business, various geographies, and
sociocultural contexts.
They have long sought to advance and promote diversity in their firm, clients, and society more
broadly, as well as to foster an inclusive culture, where every colleague—regardless of background—
feels a deep sense of respect and belonging. In 2014, they launched All In, a global program to
increase the number of women at all levels of their firm. Through their policies, systems, and culture,
they strive to create an exceptional global environment for all colleagues. Their affinity networks
provide advancement for women, members of the LGBTQ community, colleagues from minority
ethnic groups, parents of special-needs children, veterans, and colleagues with disabilities.

References:
Hunt, V., Yee, L., Prince, S., & Dixon-Fyle, S. (2018). Delivering through diversity. In McKinsey & Company.
https://www.mckinsey.com/business-functions/organization/our-insights/delivering-through-diversity
McKinsey & Company Management Consulting. In LinkedIn. https://www.linkedin.com/company/mckinsey

QUESTIONS:
A. In your group’s opinion, which behavioral science discipline contributed vastly to McKinsey &
Company’s organizational behavior? Provide an example to support your answer.

Organizational behavior at McKinsey & Company contributes to behavioral science disciplines such
as psychology, anthropology, sociology, and social psychology. Psychology is the study of a person's
behavior. McKinsey & Company, as shown in the case, develops employees' competencies and
leadership skills at every level and at every opportunity to help enhance their employees'
confidence in working with clients. They collaborate with their clients in the same way that they
collaborate with their colleagues, and they develop their talents and leadership skills at every level
and opportunity McKinsey & Company is fascinated by client culture and environment research in
order to better understand issues that fall under the area of anthropology, or the study of society.
The study of human social environment or culture is known as sociology. As stated in the case, the
company focuses on improving the relationships of each of its employees and clients, considering
their various nationalities, in order to better understand one another. Finally, there's social
psychology, which focuses on how individuals impact one another. McKinsey & Company influence
their colleagues and clients to strengthen their relationships, even with LGBTQ individuals.

eaffirms the global relevance of the link between diversity—defined as a

greater proportion of women and a more mixed ethnic and cultural composition
in the leadership of large companies—and company financial outperformance.
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B. In your group’s perspective, which global challenge/s on organizational behavior did McKinsey &
Company successfully address? How did they do it? Elaborate your response with an example.

The global challenges on the organization behavior that Mckinsey and company successfully
address includes continuing globalization, workforce diversity,and positive work environment.
Since mckinseyy & company is a global management firm, they can solve problems that no one else
can because of their size, scope, and knowledge. To successfully address the continuing
globalization, McKinsey & company anticipate and adapt their approaches to global issues
concerning organizational behavior by using the inclusion and diversity (I&D) strategy which they
were srongly committed to. McKinsey C& company successfullyaddress the workfoce diversity and
positive work environment by fostering an inclusive culture where every colleague ( women,
members of the LGBTQ community, colleagues from minority ethnic groups, parents of special-
needs children, veterans, and colleagues with disabilities) feels a deep sense of respect and
belonging. In fact, they also launched a program that helps the women to become part of their
firm. They also emphasize the importance of encouraging diversity in r decision-making positions.c
It is indeed true that diverse and inclusive businesses are more likely to make better decisions.

C. Choose one (1) inclusion and diversity strategy that McKinsey & Company has developed, and explain
how did that strategy benefits them.

One of the inclusion and diversity (I&D) strategy of Mckinsey & company is defining inclusion and diversity
priorities that are based on the drivers of the business-growth strategy. In this I&D strategy they invest in
internal research to understand which specific strategies best support their business-growth priorities. with
the help of this strategy, Mckinsey Company benefits them by attracting and retaining the right talent and
strengthening decision-making capabilities which in turn reduce the cost of training for new employees
and can contribute in global competition and business success for the long run. Also, it can be a competitive
edge towards other competitors. Developing a really effective inclusion and diversity strategy is a major
undertaking that demands strong, long-term, and inclusive leadership but the Mckinsey & company feels
that the potential rewards of improved business performance are well worth it

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D. Suggest other ways or strategies on how to further improve McKinsey & Company’s organization.

I think the best way to further improve McKinsey & Company’s organization is by using the Kaizen
approach. Since the firm’s strategies is effective, by using the Kaizen approach they can focusing on
continuous improvement on their people, product,and evenprocess that can lead to larger and more
significant benefits. Improved efficiency, increase in service quality, and improving time
managementaew some of the benedit of using this approach.

E. As students of tourism and hospitality management, what are your key takeaways from McKinsey &
Company’s initiatives in creating an effective organizational culture?

As as student of tourism and hospitality management, I've learned a lot of lesson from McKinsey &
Company's efforts to build a strong corporate culture. The firms organizational culture is indeed

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