At Bain, we have always felt a deep pride in the external recognition we receive for our culture. Yet we know we have further to go. This report, which we will update annually, is the first time that we have publicly shared data about diversity at Bain, a significant milestone in our journey and an important step in expanding trust and accountability.
Diversity has different meaning across the 38 countries where we have offices and the needs, concerns, and the ways that different groups identify vary widely. Here, we present the data we have at a global level—which includes breakdowns by gender, sexual orientation, and veterans—and we provide a deeper dive into our data and our current efforts in the US. As a global firm, we will continue to broaden this report each year.
Globally, we have made significant progress toward reaching gender parity, particularly among our leadership team—a third of our global leadership team and almost 40% of our US leadership team identify as women. We are also proud of the increasing number of employees who feel safe to identify openly as LGBTQ. For example, BGLAD, our LGBTQ affinity group, now nearly 500 strong, has grown 154% overall over the past five years and 175% outside of North America within the same time frame.
The new Bainies we are welcoming across the globe are more diverse than ever before. In the US, for example, almost 50% of new hires identify as Black, Latinx, Asian, or multiracial, and 46% identify as women. We aspire to sustain this level of hiring diversity and to continue to reflect the evolving population trends of our communities. And we are committed to making further progress for diverse representation within our leadership team, which lags the broader firm. We are encouraged by the growing number of leadership team members who identify with an underrepresented community, and we remain significantly invested in retaining and developing our pipeline of diverse future leaders.
We also know that to have true impact, we must embed DEI deeply within our firm and in the everyday actions of our people. All employees must feel belonging, support, and trust in order to thrive at Bain, yet we know this is not always the case for our colleagues from underrepresented backgrounds. We are taking a systemic approach to make progress. We have dedicated resources through our DEI Transformation Office that are working with our global DEI team and local leaders from every office to reexamine our culture, our employees’ experiences, and the support and development available to them. Collectively, we are gaining a better understanding of those different lived experiences for our employees and prioritizing actions that we believe will close the gaps so that every Bainie feels high levels of belonging, support, and trust.