BCG leadership has shared many frank communications around efforts to increase both recruitment and retention of diverse populations. The firm is not yet at parity, but there is a culture of openness around efforts and leadership is willing to listen to a variety of ideas, including being responsive to requests from employees to make corporate donations to causes supporting BLM. Although I believe that most of the firm is committed to doing better in this sphere and approaching diversity & inclusion efforts in a well-researched, informed way, this does remain a white- and male-dominated field. Women and minorities (ethnic, sexuality / gender, etc.) often face the ask to contribute doubly in office groups and recruiting efforts, particularly those with multiple identities (e.g. requests to support recruiting, women's recruiting, under-represented group recruiting, etc. simultaneously).