Delivering impact through diversity

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 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 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.
TH2010 01 Homework 1 *Property of STI Page 2 of 2 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.
QUESTIONS:
A. In your opinion, which behavioral science discipline contributed vastly to McKinsey & Company’s organizational
behavior? Provide an example to support your answer.
o As previously mentioned, McKinsey & Company is an international management consulting organization.
There is the valued advisor to the most prestigious organizations, governments, and corporations in the
globe. This business has offices in 66 countries and is made up of more than 120 different nationalities who
speak more than 130 languages. To promote community, mentoring, and professional growth, there are nine
affinity networks. I believe that Social Psychology significantly influenced McKinsey & Company's
organizational behavior, a behavioral science field that focuses on the traits, attitudes, and social groups
both influence and are influenced by an individual's motivations and conduct. It strives to describe each
unique human encounter in detail and how it affects culture. due to being familiar with a higher
interpretation of the conduct and interactions among employees due to some cultural variation’s
performance of the employees within the company.

B. In your perspective, which global challenge/s on organizational behavior did McKinsey & Company successfully
address? How did they do it? Elaborate your response with an example.
o Leading companies and institutions around the world turn to McKinsey & Company for advice. To
accomplish its goals, the corporation successfully manages issues related to its workforce, organizational
structure, technological capabilities, and environmental behavior. As an illustration, the company employs
people with an academic background who are talented, business-oriented, and fluent in more than 130
languages; this background has made it easier for them to fully serve, connect, and build relationships with
their clients, as well as to readily participate in their requests. Communicate easily with clients by speaking
different languages. Because McKinsey & Company has offices in 66 different countries, they have been
able to expand their business and make it simpler for their staff to work with clients around the world.

C. Choose one (1) inclusion and diversity strategy that McKinsey & Company has developed and explain how that
strategy benefited them.
o Establish priorities for inclusion and diversity based on factors conducive to corporate growth strategy. The
business is better supported by this approach in understanding the most successful way will work on the
continued expansion of the company, help the company present a positive image to the public, and will be
enjoyed by many people. As they do with their co-workers, McKinsey & Company works with clients
develop their abilities and skills at every level at every opportunity, helping the organization internally
support that directly addresses the issue and offers a solution; in doing so, the business includes the complete
involvement of their clients in the ongoing process of a project.

D. Suggest other ways or strategies on how to further improve McKinsey & Company’s organization.
o Even today, McKinsey is recognized as a reliable global consultant. He needs some guidance from others
to learn some problems and tactics for other organizations and it will be more intensive. In terms of
management, McKinsey & Company has an integrated culture approach, McKinsey & Company
demonstrated its effectiveness by different role-playing strategies and tactics. In reading McKinsey and the
organization's method of handling a having experience in business, I can easily state my three main points.
o First, the company and McKinsey provide the best services maybe they are. This should be done to attract
and attract potential customers to the business sector clients. Second, they encourage diversity at its best.
McKinsey & Company has not established guidelines or operate prejudice and discrimination in their
organization based on their history. They added an end mark to equality and guarantees all human rights.
Finally, the most effective way of building tangible organization Its set strategies are determined by its
culture. They succeeded because of those tactics.

E. As a student of tourism and hospitality management, what are your key takeaways from McKinsey & Company’s
initiatives in creating an effective organizational culture?
o McKinsey & Company taught us that when we establish a successful corporate culture. We must establish
a solid foundation consisting of a solid set of principles and a deep and steadfast will respect for diversity.
Within the company, we must manage our attitude because sometimes, if we are put in an uncomfortable
situation, we can discover new ideas. Work with new individuals or others and learn new skills. We may
not receive everything immediately. The most important factor is having a positive outlook and focusing
on learning.