My Experience and Impact as BCG’s Chief Diversity Officer

About Nadjia:

Nadjia Yousif was recently appointed as BCG’s first Chief Diversity Officer in November 2022. She started her career with BCG in 2004. She is a two-time winner of INVolve’s Women Executive Role Models and was recognized as a Top 50 LGBTQ+ Ally Executive in 2022. She is a proud mother of a son and another baby on the way. 

 

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My journey into DE&I and to becoming BCG's first Chief Diversity Officer.

My journey has been driven by a deep sense of purpose and a belief that all individuals deserve equal representation and the opportunity to succeed. From a young age, I have been fueled by a passion for promoting equal representation, which was instilled in me through my own experiences as a second-generation Iraqi American growing up in a world where minorities were often underrepresented (and sometimes discriminated against). I vividly recall my early involvement in school clubs, where I was determined to make my voice heard and my presence felt.

Another formative moment for me was feeling like I was not cut out to pursue a degree in Computer Science, largely due to the exclusionary classroom environment where it seemed to me that my classmates (mostly male) had been coding since the age of six. I opted out and switched to Economics and Business subjects. After graduating with a Dual BS in Economics and Management Science, I joined BCG as an associate, working on a variety of client projects across different countries. I also spent a few years outside of consulting - driving change programs at UBS Wealth Management. My experiences on the ground gave me invaluable insights into the different cultural workplace contexts – what was celebrated? Who was promoted? How did big initiatives get accomplished? And what role did an organization have in addressing inequities in THEIR ecosystem of customers, communities, and employee base?

After an MBA at INSEAD, where I was amongst amazing individuals from dozens of different nationalities and backgrounds, I rejoined BCG in 2009 in London as a consultant. From that point on, I took on formal roles promoting diversity, equity, and inclusion. Through initiatives such as leading Women@BCG in London and spearheading diversity, equity, and inclusion efforts for our EMESA region (Europe, Middle East, South America, and Africa), I have remained dedicated to fostering an inclusive environment for all.

And now, I am thrilled to be serving as BCG's first-ever Chief Diversity Officer, a role that allows me to make an even greater impact on the organization and the world. 

Continuing the legacy of inclusion

I am both humbled and privileged to carry on the incredible work of so many who have paved the way for progress in this area. BCG's dedication to diversity, equity, and inclusion is evident in the efforts of countless individuals and groups, from the trailblazing work of  Gabrielle Novacek to the founding of the  Pride@BCG and  Women@BCG networks more than 20 years ago as well as the ongoing efforts of the new  AccessAbility@BCG network led by  Brad Loftus and James Bruce.

And it's not just the established initiatives that inspire me - it's the countless individuals at all levels of the organization who have reached out to share their passion for improving DEI at BCG. From  Christoph Schweizer and  Rich Lesser our current and former CEOs, respectively, to the newest joiners, it's clear that BCGers are committed to making meaningful progress in this area.

Our commitment is not a symbolic gesture. It comes with real responsibilities and requires true dedication from BCG's leaders to tackle important issues related to diversity, equity, and inclusion.

BCG's commitment to its people

One of the most rewarding aspects of my role is hearing firsthand accounts from people about how our organization has positively impacted their lives. Whether it's at conferences, through email, in person, or simply over Slack, I am constantly inspired by stories of individuals who feel included, heard, and respected thanks to BCG's mentorship, affiliation groups, and networks. And their ideas for continuous improvement!

But what truly moves me is when people share their lived experiences and challenges in the workplace and how BCG has worked to meet their individual needs. From supporting employees with neurodivergent backgrounds to creating a safe and welcoming environment for those covering their sexual orientation at work or providing flexible work arrangements for those with caregiving responsibilities, these stories reaffirm the importance of the work we do at BCG. They remind me why we must continue to strive for inclusion and value every individual for who they are.

I myself have been at the receiving end of the immense care BCGers show for each other: I have had miscarriages and health situations and every time BCG rallied to offer support and showed immense kindness which helped me through those difficult times.

DE&I at BCG in the next 5 years

At BCG, we have made significant strides toward creating an inclusive workplace that reflects our values but there’s still much more to be done.  And it's crucial that we think about DE&I in everything we do, not just within our own organization but alongside our clients and for society as a whole. We can help our partners become more diverse, equitable, and inclusive, promote equality for minority-owned businesses, and support underserved individuals impacted by structural discrimination. By continuing to build on our progress, we can achieve even more.

To make our DE&I efforts more effective, we must rely on evidence and data as the foundation. For example, we can use AI to remove bias from processes and use transparency and data to inform promotion decisions. This isn't just an abstract idea; it's a concrete goal that we're committed to integrating into our organization in the near future.

Driving Change

Our goal is to integrate DE&I into the very fabric of our core business operations and practices within the next five years. We are utilizing data analysis to identify potential biases in our processes and leveraging AI technology to eliminate them. Additionally, we are implementing greater transparency and data-driven approaches to better incentivize and promote leaders who support DE&I.