TED@BCG Milan
Rocío Lorenzo: How diversity makes teams more innovative
罗西奥·洛伦佐: 想要一个更创新的公司？聘用更多的女性
Filmed:
Readability: 4.2
1,563,140 views
多元化的公司真的更创新吗？罗西奥·洛伦佐和她的团队调查了171个公司来弄明白——而答案是一个清楚的肯定。在一个将会帮助你建立一个更好、更强壮的公司的演讲中，洛伦佐深入数据并解释了你的公司怎样能通过把多元性看作一个竞争优势，来开始产生更新颖、更有创意的想法。
Rocío Lorenzo - Management consultant, diversity researcher
BCG's Rocío Lorenzo advises telecommunication and media companies on their strategy and how to transform their businesses in times of digital disruption. Full bio
BCG's Rocío Lorenzo advises telecommunication and media companies on their strategy and how to transform their businesses in times of digital disruption. Full bio
Double-click the English transcript below to play the video.
15年前,
00:13
Fifteen years ago,
0
1640
1256
00:14
I thought that the diversity stuff
was not something I had to worry about.
was not something I had to worry about.
1
2920
4840
我以为多元 化之类的问题
不是我需要担心的事
不是我需要担心的事
00:20
It was something an older
generation had to fight for.
generation had to fight for.
2
8480
3240
它们是老一辈要为之斗争的东西
00:24
In my university,
we were 50-50, male-female,
we were 50-50, male-female,
3
12960
3696
在我的大学里，
我们刚刚一半男性和一半女性
我们刚刚一半男性和一半女性
00:28
and we women often had better grades.
4
16680
2776
而且我们女生经常
拿到更好的成绩
拿到更好的成绩
00:31
So while not everything was perfect,
5
19480
3376
所以虽然不是所有事都是完美的
00:34
diversity and leadership decisions
6
22880
2016
多元性和领导性决定
00:36
was something that would happen
naturally over time, right?
naturally over time, right?
7
24920
4080
是会随着时间
自然而然发生的，对吗？
自然而然发生的，对吗？
00:42
Well, not quite.
8
30640
1760
唔，不完全是
00:45
While moving up the ladder
working as a management consultant
working as a management consultant
9
33160
2896
随着工作上升到一个
00:48
across Europe and the US,
10
36080
2056
跨欧洲和美国的管理顾问，
00:50
I started to realize how often
I was the only woman in the room
I was the only woman in the room
11
38160
4576
我开始意识到我
很多时候是房间里唯一的女性
很多时候是房间里唯一的女性
00:54
and how homogenous leadership still is.
12
42760
3520
以及领导层仍然是多么的单性别
00:59
Many leaders I met
13
47520
1816
许多我遇到的领导者
01:01
saw diversity as something to comply with
out of political correctness,
out of political correctness,
14
49360
4816
把多元化视为符合政治正确性的东西
01:06
or, best case, the right thing to do,
15
54200
2640
或者，最好的情况下，正确的事
01:09
but not as a business priority.
16
57680
2000
但不是一个企业重点
01:12
They just did not have a reason to believe
17
60320
2336
他们就是没有原因去相信
01:14
that diversity would help them achieve
their most immediate, pressing goals:
their most immediate, pressing goals:
18
62680
4976
多元性会帮助他们达成
他们最迫切的、紧急的目标：
他们最迫切的、紧急的目标：
01:19
hitting the numbers,
delivering the new product,
delivering the new product,
19
67680
3056
达到业绩，推出新产品，
01:22
the real goals they are measured by.
20
70760
2280
用以测量他们的真正目标
01:26
My personal experience
working with diverse teams
working with diverse teams
21
74440
3416
我自己和多元化团队合作的经历
01:29
had been that while they require
a little bit more effort at the beginning,
a little bit more effort at the beginning,
22
77880
4096
是虽然在一开始他们需要一点更多的努力
01:34
they did bring fresher,
more creative ideas.
more creative ideas.
23
82000
3200
他们确实带来了更新颖的、
更有创意的想法
更有创意的想法
01:37
So I wanted to know:
24
85880
2136
那么我想要知道：
01:40
Are diverse organizations
really more innovative,
really more innovative,
25
88040
3816
多元化的组织真的更有创意吗
01:43
and can diversity be more
than something to comply with?
than something to comply with?
26
91880
3840
以及多元性可以不仅仅是
一项需要遵守的事情吗？
一项需要遵守的事情吗？
01:48
Can it be a real competitive advantage?
27
96320
2360
它可以是一个真正的竞争优势吗？
01:52
So to find out, we set up a study
with the Technical University of Munich.
with the Technical University of Munich.
28
100360
4280
所以为了找到答案，我们和
慕尼黑工业大学创立了一个研究
慕尼黑工业大学创立了一个研究
01:57
We surveyed 171 companies
in Germany, Austria and Switzerland,
in Germany, Austria and Switzerland,
29
105400
5176
我们调查了171个在
德国、奥地利、和瑞士的公司
德国、奥地利、和瑞士的公司
02:02
and as we speak, we're expanding the study
30
110600
2936
而就在演讲进行的同时，
我们正在把研究拓展到
我们正在把研究拓展到
02:05
to 1,600 companies
31
113560
2816
1600个公司
02:08
in five additional countries
around the world.
around the world.
32
116400
2480
在世界上五个额外的国家里
02:11
We asked those companies
basically two things:
basically two things:
33
119760
2896
我们询问那些公司基本两件事：
02:14
how innovative they are
and how diverse they are.
and how diverse they are.
34
122680
3040
他们多有创意以及他们是怎样的多元化
02:18
To measure the first one,
35
126840
1496
为了测试第一点，
02:20
we asked them about innovation revenue.
36
128360
2720
我们询问他们有关创新收入的问题
02:24
Innovation revenue is the share
of revenues they've made
of revenues they've made
37
132000
2656
创新收入是他们在过去三年里从
02:26
from new products and services
in the last three years,
in the last three years,
38
134680
3016
新的产品和服务中赚取的股份，
02:29
meaning we did not ask them
how many creative ideas they have,
how many creative ideas they have,
39
137720
3256
也就是说我们没有问，
他们有多少有创意的想法
他们有多少有创意的想法
02:33
but rather if these ideas
translate into products and services
translate into products and services
40
141000
3816
而是这些想法是否
转化为真的让公司
转化为真的让公司
02:36
that really make the company
more successful today and tomorrow.
more successful today and tomorrow.
41
144840
3400
在眼下和未来变得
更成功的产品和服务
更成功的产品和服务
02:41
To measure diversity,
we looked at six different factors:
we looked at six different factors:
42
149760
4536
为了衡量多元性，
我们察看六个不同的因素：
我们察看六个不同的因素：
02:46
country of origin,
age and gender, amongst others.
age and gender, amongst others.
43
154320
3560
原国籍，年龄和性别，以及其它
02:51
While preparing to go in the field
with those questions,
with those questions,
44
159320
2936
在准备带着那些问题
去实地考察的时候，
去实地考察的时候，
02:54
I sat down with my team
45
162280
2256
我和我的团队坐了下来，
02:56
and we discussed what
we would expect as a result.
we would expect as a result.
46
164560
3280
然后我们讨论了
我们期待什么样的结果
我们期待什么样的结果
03:01
To put it mildly, we were not optimistic.
47
169640
2120
婉转来说，我们对此并不感到乐观
03:05
The most skeptical person on the team
thought, or saw a real possibility,
thought, or saw a real possibility,
48
173000
3536
团队中最持怀疑态度的人认为，
或是看到了一个真正的可能，
或是看到了一个真正的可能，
03:08
that we would find nothing at all.
49
176560
2400
我们不会发现任何东西
03:12
Most of the team
was rather on the cautious side,
was rather on the cautious side,
50
180360
2296
团队里大多是人
都在谨慎的一边
都在谨慎的一边
03:14
so we landed all together at "only if,"
51
182680
3896
所以我们全都决定了“只有当”
03:18
meaning that we might find
some kind of link
some kind of link
52
186600
2096
也就是说我们可能会在
革新和多元性之间
革新和多元性之间
03:20
between innovation and diversity,
53
188720
2536
找到某种链接
03:23
but not across the board --
54
191280
1656
但不是在所有情况下——
03:24
rather only if certain criteria are met,
55
192960
2896
而是只有当符合特定的标准是
03:27
for example leadership style,
very open leadership style
very open leadership style
56
195880
4056
比如领导方式，
非常开放的领导方式
非常开放的领导方式
03:31
that allowed people to speak up freely
and safely and contribute.
and safely and contribute.
57
199960
4160
允许人们自由并安全地
发言并作出贡献
发言并作出贡献
03:38
A couple of months later,
the data came in,
the data came in,
58
206240
2040
几个月以后，数据收集好了
03:41
and the results convinced
the most skeptical amongst us.
the most skeptical amongst us.
59
209520
4320
而最终结果说服了我们
之中最持怀疑态度的人
之中最持怀疑态度的人
03:46
The answer was a clear yes,
60
214560
1856
答案是一个清楚的肯定，
03:48
no ifs, no buts.
61
216440
1760
没有如果，没有但是
03:50
The data in our sample showed
62
218840
2136
我们样品中的数据显示
03:53
that more diverse companies
are simply more innovative, period.
are simply more innovative, period.
63
221000
4480
更多元化的公司
就是更创新，句号
就是更创新，句号
03:59
Now, a fair question to ask
is the chicken or the egg question,
is the chicken or the egg question,
64
227120
5016
现在，一个公平的问题
就是先有鸡还是先有蛋的问题
就是先有鸡还是先有蛋的问题
04:04
meaning, are companies
really more innovative
really more innovative
65
232160
3416
也就是，公司更创新真的是
04:07
because they have
a more diverse leadership,
a more diverse leadership,
66
235600
2656
因为他们有一个更多元化的领导层？
04:10
or the other way around?
67
238280
1256
还是反过来的呢？
04:11
Which way is it?
68
239560
1200
它是什么顺序？
04:13
Now, we do not know how much
is correlation versus causation,
is correlation versus causation,
69
241280
3760
现在，我们不知道相关性
和因果性的比例是多少
和因果性的比例是多少
04:17
but what we do know is that clearly,
70
245880
2976
但是我们清楚地知道，
04:20
in our sample, companies
that are more diverse
that are more diverse
71
248880
3176
在我们的样本里，
更多元化的公司
更多元化的公司
04:24
are more innovative,
72
252080
1496
更有创造力
04:25
and that companies
that are more innovative
that are more innovative
73
253600
2296
而更有创造力的公司
04:27
have more diverse leadership, too.
74
255920
1840
同样有更多元化的领导层
04:30
So it's fair to assume
that it works both ways,
that it works both ways,
75
258279
2737
那么我们可以公平地
假设它双向都成立
假设它双向都成立
04:33
diversity driving innovation
and innovation driving diversity.
and innovation driving diversity.
76
261040
3880
多元性导致创新力和
创新力导致多元性
创新力导致多元性
04:39
Now, once we published the results,
77
267360
2776
如今，当我们发表了成果
04:42
we were surprised
about the reactions in the media.
about the reactions in the media.
78
270160
4576
我们对媒体上的反应感到很惊讶
04:46
We got quite some attention.
79
274760
2896
我们得到了挺多的注意力
04:49
And it went from quite factual,
80
277680
2496
而它从比较如实的
04:52
like "Higher Female Share
Boosts Innovation"
Boosts Innovation"
81
280200
4256
像是“更高的女性比例推进创新力”
04:56
to a little bit more sensationalist.
82
284480
3496
变得有点耸人听闻
05:00
(Laughter)
83
288000
1936
（笑声）
05:01
As you can see,
84
289960
1216
就像你可以看到的，
05:03
"Stay-at-home Women Cost Trillions,"
85
291200
3096
“呆在家的女人浪费万亿”
05:06
and, my personal favorite,
86
294320
1936
还有，我个人的最爱，
05:08
"Housewives Kill Innovation."
87
296280
2376
“家庭主妇扼杀创新力”
05:10
Well, there's no such thing
as bad publicity, right?
as bad publicity, right?
88
298680
3016
那么，关注怎么样都不坏，对吗？
05:13
(Laughter)
89
301720
2336
（笑声）
05:16
On the back of that coverage,
90
304080
1976
在新闻报道的背后
05:18
we started to get calls
from senior executives
from senior executives
91
306080
3456
我们开始接到来自于
想要知道更多的
想要知道更多的
05:21
wanting to understand more,
92
309560
1696
高层主管人员的电话
05:23
especially -- surprise, surprise --
about gender diversity.
about gender diversity.
93
311280
3560
尤其是——惊喜
——关于性别多元性
——关于性别多元性
05:27
I tend to open up
those discussions by asking,
those discussions by asking,
94
315680
4096
我倾向于用提问开始这些讨论
05:31
"Well, what do you think of the situation
in your organization today?"
in your organization today?"
95
319800
4136
“那么，你对于你的团体的现状怎么看呢？”
05:35
And a frequent reaction to that is,
96
323960
2560
而对此的常见反应就是
05:39
"Well, we're not yet there,
but we're not that bad."
but we're not that bad."
97
327480
3040
“唔，我们还没到那一步，
但我们不是那么差”
但我们不是那么差”
05:43
One executive told me, for example,
98
331240
2176
一位主管告诉我，比如说
05:45
"Oh, we're not that bad.
99
333440
1536
“哦，我们没那么差
05:47
We have one member
in our board who is a woman."
in our board who is a woman."
100
335000
2736
我们董事会里有一个女性成员”
05:49
(Laughter)
101
337760
1336
（笑声）
05:51
And you laugh --
102
339120
1216
然后你们笑了——
05:52
(Applause)
103
340360
2960
（掌声）
05:58
Now, you laugh, but he had a point
in being proud about it,
in being proud about it,
104
346760
3376
现在，你们笑了，但是
他有道理为此感到骄傲
他有道理为此感到骄傲
06:02
because in Germany,
105
350160
1336
因为在德国
06:03
if you have a company
106
351520
2976
如果你有一个公司
06:06
and it has one member
on the board who is a woman,
on the board who is a woman,
107
354520
2576
而它的董事会上有一个女性成员
06:09
you are part of a select group of 30
108
357120
2416
你就是100个最大的
公共列出的公司中
公共列出的公司中
06:11
out of the 100 largest
publicly listed companies.
publicly listed companies.
109
359560
3656
挑选出的30个的一员了
06:15
The other 70 companies
have an all-male board,
have an all-male board,
110
363240
5216
其余的70个公司有全男性的董事会
06:20
and not even one of these hundred
largest publicly listed companies
largest publicly listed companies
111
368480
3816
而且这些最大的公共列出的名单中甚至没有一个公司
06:24
have, as of today, a female CEO.
112
372320
3680
在今天，有一个女性的首席执行官
06:29
But here's the critically
important insight.
important insight.
113
377080
2240
但是这是最关键的重要见解
06:32
Those few female board members alone,
114
380240
3976
光是那些少数的女性董事会成员
06:36
they won't make a difference.
115
384240
1896
他们不会改变些什么
06:38
Our data shows that for gender diversity
to have an impact on innovation,
to have an impact on innovation,
116
386160
4120
我们的数据显示，为了让
性别多元化在创新力上有影响，
性别多元化在创新力上有影响，
06:43
you need to have more
than 20 percent women in leadership.
than 20 percent women in leadership.
117
391200
3720
你需要在领导层力
有多于20%的女性
有多于20%的女性
06:47
Let's have a look at the numbers.
118
395480
1600
让我们看一看数据
06:50
As you can see, we divided
the sample into three groups,
the sample into three groups,
119
398600
3696
正如你所看到的，
我们把样本分为了三组
我们把样本分为了三组
06:54
and the results are quite dramatic.
120
402320
2896
而结果是有点戏剧性的
06:57
Only in the group where you have
more than 20 percent women in leadership,
more than 20 percent women in leadership,
121
405240
4696
只有在领导层里有多于
20%的女性的一组里，
20%的女性的一组里，
07:01
only then you see a clear jump
in innovation revenue
in innovation revenue
122
409960
3880
只有在那时候你看到
创新收入明显地增长
创新收入明显地增长
07:06
to above-average levels.
123
414840
1976
至高出平均地水平
07:08
So experience and data
shows that you do need critical mass
shows that you do need critical mass
124
416840
4656
那么经验和数据显示
你确实需要关键的数量
你确实需要关键的数量
07:13
to move the needle,
125
421520
1496
来作出改变
07:15
and companies like Alibaba,
JP Morgan or Apple
JP Morgan or Apple
126
423040
3336
而像是阿里巴巴，摩根大通，
或是苹果之类的公司
或是苹果之类的公司
07:18
have as of today
already achieved that threshold.
already achieved that threshold.
127
426400
3360
都已经在今天达到了那个门槛
07:24
Another reaction I got quite a lot was,
128
432480
2400
另一个我经常收到的反应就是
07:28
"Well, it will get solved over time."
129
436520
2880
“哦，这会随着时间推移被解决的”
07:32
And I have all the sympathy in the world
for that point of view,
for that point of view,
130
440200
3256
而我对这个观点怀有
世界上所有的同情心
世界上所有的同情心
07:35
because I used to think like that, too.
131
443480
1920
因为我曾经也那么想
07:38
Now, let's have a look here again
and look at the numbers,
and look at the numbers,
132
446600
3296
那么，让我们再看一看这里
并看一看这些数字
并看一看这些数字
07:41
taking Germany as an example.
133
449920
2136
用德国作为一个例子
07:44
Let me first give you the good news.
134
452080
2216
让我先给你们个好消息
07:46
So the share of women
who are college graduates
who are college graduates
135
454320
2816
那就是大学毕业生并且
07:49
and have at least 10 years
of professional experience
of professional experience
136
457160
3416
有至少十年的专业经验的女性比例
07:52
has grown nicely over the last 20 years,
137
460600
3296
在过去的20年里良好增长
07:55
which means the pool
in which to fish for female leaders
in which to fish for female leaders
138
463920
3776
这意味着可寻觅女性领导者的储备
07:59
has increased over time,
139
467720
2136
随着时间增加了
08:01
and that's great.
140
469880
1696
这很棒
08:03
Now, according to my old theory,
141
471600
1840
现在，根据我过去的理论
08:06
the share of women in leadership
142
474880
1576
领导层的女性比例
08:08
would have grown
more or less in parallel, right?
more or less in parallel, right?
143
476480
2320
会多少平行地增长，对吗？
08:11
Now, let's have a look
at what happened in reality.
at what happened in reality.
144
479840
2880
现在，让我们看一下
现实中发生了什么
现实中发生了什么
08:15
It's not even close,
145
483480
1560
一点都不接近
08:19
which means I was so wrong
146
487360
3216
意味着我是错的
08:22
and which means that my generation,
147
490600
2776
也意味着我的同代人
08:25
your generation,
148
493400
1200
你们的同代人
08:27
the best-educated
female generation in history,
female generation in history,
149
495680
3520
历史上受到最好教育的一代女性
08:32
we have just not made it.
150
500520
1416
我们就是没有做到
08:33
We have failed to achieve leadership
in significant numbers.
in significant numbers.
151
501960
4496
我们没能有很多数量达到领导层
08:38
Education just did not
translate into leadership.
translate into leadership.
152
506480
2920
教育就是没有转化成领导力
08:42
Now, that was a painful realization for me
153
510720
3096
那么，这对我是一个痛苦的认知
08:45
and made me realize,
154
513840
2136
并且让我意识到
08:48
if we want to change this,
155
516000
2296
如果我们想要改变这个
08:50
we need to engage,
and we need to do better.
and we need to do better.
156
518320
2359
我们需要参与，
而且我们需要做得更好
而且我们需要做得更好
08:54
Now, what to do?
157
522200
2360
那么，做什么呢？
08:57
Achieving more than 20 percent
women in leadership
women in leadership
158
525320
3536
在领导层里达到多于20%的女性
09:00
seems like a daunting task to many,
159
528880
2376
对很多人听起来是
一个望而却步的任务
一个望而却步的任务
09:03
understandably, given the track record.
160
531280
2480
这可以理解，有了历史记录之后
09:07
But it's doable,
161
535080
1216
但这是可行的
09:08
and there are many companies today
that are making progress there
that are making progress there
162
536320
3256
而且今天有很多公司在取得进展
09:11
and doing it successfully.
163
539600
1616
并且成功地做到它
09:13
Let's take SAP, the software
company, as an example.
company, as an example.
164
541240
3456
让我们用SAP，软件公司，
作为一个例子
作为一个例子
09:16
They had, in 2011,
19 percent women in leadership,
19 percent women in leadership,
165
544720
4656
2011年，他们在领导层里有19%的女性
09:21
yet they decided to do better,
166
549400
1856
然而他们决定做得更好
09:23
and they did what you do
in any other area of business
in any other area of business
167
551280
3176
而他们做了你们在
任何想要改善的
任何想要改善的
09:26
where you want to improve.
168
554480
1536
其它商业领域里做的事
09:28
They set themselves a measurable target.
169
556040
2480
他们给他们自己
定下了一个可测量的目标
定下了一个可测量的目标
09:31
So they set themselves a target
of 25 percent for 2017,
of 25 percent for 2017,
170
559440
4896
那么他们给自己定下了
在2017年达到25%的目标
在2017年达到25%的目标
09:36
which they have just achieved.
171
564360
1600
他们刚刚达到这点
09:39
The goals made them think more creatively
about developing leaders
about developing leaders
172
567120
3416
目标让他们更有创意地
思考发展领导者
思考发展领导者
09:42
and tapping new recruiting pools.
173
570560
2456
并利用新的招聘储备
09:45
They now even set a target of 30 percent
women in leadership for 2022.
women in leadership for 2022.
174
573040
4360
他们现在甚至给2022年
设了领导层有30%女性的目标
设了领导层有30%女性的目标
09:50
So experience shows it's doable,
175
578480
2456
那么经验显示这是可行的
09:52
and at the end of the day,
176
580960
1976
而最终
09:54
it all boils down to two decisions
that are taken every day
that are taken every day
177
582960
4136
它全部浓缩为我们许多人在每个组织
09:59
in every organization by many of us:
178
587120
2760
日常作出的两个决定：
10:03
who to hire and who
to develop and promote.
to develop and promote.
179
591640
3400
招聘什么人和发展并提升什么人
10:08
Now, nothing against women's programs,
180
596000
2576
现在，我并不反对女性项目
10:10
networks, mentoring, trainings.
181
598600
2336
关系网，指导，培训
10:12
All is good.
182
600960
1200
这都是好的
10:15
But it is these two decisions
183
603320
1936
但是就是这两个决定
10:17
that at the end of the day
send the most powerful change signal
send the most powerful change signal
184
605280
4016
最终在任何组织中传递了
10:21
in any organization.
185
609320
1520
最有力的改变信号
10:25
Now, I never set out
to be a diversity advocate.
to be a diversity advocate.
186
613040
3056
现在，我从不是有意
想成为一个多元性拥护者
想成为一个多元性拥护者
10:28
I am a business advisor.
187
616120
1720
我是一个商业顾问
10:30
But now my goal is
to change the face of leadership,
to change the face of leadership,
188
618720
4976
但是现在我的目标是
改变领导层的外貌
改变领导层的外貌
10:35
to make it more diverse --
189
623720
1440
把它变得更多元化——
10:38
and not so that leaders can check a box
190
626080
2496
而且这并不是为了让
领导者可以在方框里打个勾
领导者可以在方框里打个勾
10:40
and feel like they have
complied with something
complied with something
191
628600
2976
并感到他们遵守了某件事
10:43
or they have been politically correct.
192
631600
2536
或是他们是政治正确的
10:46
But because they understand,
193
634160
1696
而是因为他们理解
10:47
they understand that diversity
is making their organization
is making their organization
194
635880
3496
他们明白多元性正在让他们的团体
10:51
more innovative, better.
195
639400
1400
更创新，更好
10:53
And by embracing diversity,
by embracing diverse talent,
by embracing diverse talent,
196
641680
3856
而通过迎接多元性，
通过迎接多元的才能
通过迎接多元的才能
10:57
we are providing
true opportunity for everyone.
true opportunity for everyone.
197
645560
2320
我们正在给每个人提供真正的机会
11:00
Thank you. Thank you so much.
198
648520
1656
谢谢你们，真的非常感谢
11:02
(Applause)
199
650200
2640
（掌声）
ABOUT THE SPEAKER
Rocío Lorenzo - Management consultant, diversity researcherBCG's Rocío Lorenzo advises telecommunication and media companies on their strategy and how to transform their businesses in times of digital disruption.
Why you should listen
Rocío Lorenzo is a Partner and Managing Director at The Boston Consulting Group, based in Munich.
For the last fifteen years, Lorenzo has worked extensively in telecommunications and media, advising senior executives across Europe and the US on strategy development, growth programs and large scale transformations. She leads the telecommunications growth topic worldwide. In 2015 Rocío was named one of 25 female business leaders by Handelsblatt, HuffPost and Edition F. She is the author of several studies on diversity, including "The Mix that Matters: Innovation through Diversity," and she leads the Women@BCG Initiative in Munich.
Rocío Lorenzo | Speaker | TED.com