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At BearingPoint, Diversity isn’t just the right thing to do. We believe strongly that promoting diversity and inclusion is integral to the achievement of ambitious goals for growth by 2020. To grow the Firm in line with our ambition, we look to attract and develop talent from the widest possible sources in the market, and better reflect the diversity of our clients and the communities we serve.

Diversity and inclusion is founded on a recognition that we are all different with a unique background, range of skills and capabilities. The way we combine these can give us competitive advantage and make BearingPoint a greater place to work. It is about how we support effective teaming across 20 locations, 70 nationalities and different competency groups working in the Firm and how we use this to create a culture in which difference is recognised and valued.

Our diversity plan, supported by the leadership, aims to deliver a series of initiatives to promote and enhance diversity. We show real progress both in generating awareness and understanding of the challenge in our leaders and across our Firm, and through delivering a range of practical measures to promote diversity in the Firm, such as:

  • Creation of a network of ‘Diversity Champions’ to transform our agenda from one of passive support to active engagement.
  • Launch of a Firm-wide Women’s Leadership Program
  • Agreement of Firm-wide minimum standards of support to those with parental or caring responsibilities
  • Adopting ambitious Firm-wide diversity goals, agreed by our Executive team, including an a formal target of 20% female Partners by 2020, backed-up with an annual target and pipeline development in each region
  • Agreement of Firm-wide standard on flexibility to promote flexible working patterns
  • Appointment of a designated member of our Executive as Firm-wide diversity sponsor and a senior female Partner as Firm diversity lead. This will ensure sponsorship and accountability for diversity at the highest levels in the Firm

We are already more diverse than ever:

Data as of September 2016