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  "documentTitle": "US Diversity, Equity, and Inclusion Report",
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      "text": "We know that ensuring fair and equitable pay helps to foster an inclusive workplace. BCG is committed to paying our employees fairly, independent of their gender, race, or membership of any other protected class. To accomplish this, we have regularly conducted formal pay equity analyses in the US to monitor compensation parity across employee populations, and we are proud to say the results confirm equitable pay with no evidence of systemic bias by race or gender. We also assess individual compensation every year and at regular intervals throughout an employee's career. Being committed to pay equity means ensuring employees understand our compensation programs. We communicate openly with our employees about their performance and its impact on incentive pay and promotion. We share our pay philosophy during annual compensation meetings, and employees engage with office leadership, people managers, and HR team members about their individual needs.",
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      "text": "Success depends on the diversity of our workforce at all levels. As such, investing in the recruitment of candidates from a wide range of backgrounds remains a top priority. We keep building on our investments in career and campus initiatives that attract and engage high-potential candidates from all backgrounds. Last year, we continued to invest in partnerships that help us expand the diversity of our talent pool, including working with organizations such as Leadership Enterprise for a Diverse America (LEDA), Management Leadership for Tomorrow (MLT), Lesbians Who Tech, and Reaching Out MBA (ROMBA). Our partnership with LEDA helps young future leaders from underresourced backgrounds reach their higher-education and career goals. Our new consulting class reflects this investment, with 57% identifying as racial/ethnic minorities. For our Business Services Team (BST), we also invested in processes that would ensure a diverse slate of candidates for new roles, including enhanced internal communication to highlight and share open roles and improved tracking and sourcing to monitor DEI progress in hiring. These investments are paying off: for 2023, we maintained high levels of diversity among new hires within BST, with 46% of team hires in the US identifying as Asian, Black/African American, Hispanic/Latinx, and/or two or more races. This included a 6% increase in manager level new hires who identify as Black/African American.",
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      "text": "The Pay Equity Imperative",
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