TED@BCG Milan
Rocío Lorenzo: How diversity makes teams more innovative
蘿西歐羅倫佐: 想要更創新的公司嗎？僱用更多女性就對了
Filmed:
Readability: 4.2
1,563,140 views
多樣化的公司真的比較創新嗎？蘿西歐羅倫佐和她的團隊調查了 171 間公司，試圖找出答案，而答案很清楚，是「是的」。羅倫佐的這場演說能協助你建立一間更出色、更穩健的公司。她鑽研資料，並解釋要如何透過將多樣性視為是競爭優勢的方式，來開始產生更新鮮、更有創意的想法。
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.
00:13
Fifteen years ago,
0
1640
1256
十五年前，
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
我並不覺得我需要
擔心多樣性的問題。
擔心多樣性的問題。
00:20
It was something an older
generation had to fight for.
generation had to fight for.
2
8480
3240
這問題是老一輩的人
才需要去努力爭取的。
才需要去努力爭取的。
00:24
In my university,
we were 50-50, male-female,
we were 50-50, male-female,
3
12960
3696
在我就讀的大學，男女比例各半，
00:28
and we women often had better grades.
4
16680
2776
我們女生的成績通常都比較好。
00:31
So while not everything was perfect,
5
19480
3376
所以，雖然並非一切都很完美，
00:34
diversity and leadership decisions
6
22880
2016
多樣性和領導決策
00:36
was something that would happen
naturally over time, right?
naturally over time, right?
7
24920
4080
是隨時間就會自然發生的，對吧？
00:42
Well, not quite.
8
30640
1760
嗯，不見得。
00:45
While moving up the ladder
working as a management consultant
working as a management consultant
9
33160
2896
當我繼續向上爬，當上了管理顧問，
00:48
across Europe and the US,
10
36080
2056
在歐洲和美國各地工作，
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
我開始發現到，我常常是
房間中唯一的女性，
房間中唯一的女性，
00:54
and how homogenous leadership still is.
12
42760
3520
且領導階層仍然是非常同質性的。
00:59
Many leaders I met
13
47520
1816
我見過許多領導人
01:01
saw diversity as something to comply with
out of political correctness,
out of political correctness,
14
49360
4816
視多樣性為由於政治正確性
而要去遵守的東西，
而要去遵守的東西，
01:06
or, best case, the right thing to do,
15
54200
2640
或者最多視為對的、該做的事，
01:09
but not as a business priority.
16
57680
2000
但不是企業的優先考量。
01:12
They just did not have a reason to believe
17
60320
2336
他們沒有理由相信
01:14
that diversity would help them achieve
their most immediate, pressing goals:
their most immediate, pressing goals:
18
62680
4976
多樣性能協助他們
達成最立即、最緊迫的目標：
達成最立即、最緊迫的目標：
01:19
hitting the numbers,
delivering the new product,
delivering the new product,
19
67680
3056
讓數字達標、推出新產品等等，
01:22
the real goals they are measured by.
20
70760
2280
那些用來評量他們的目標。
01:26
My personal experience
working with diverse teams
working with diverse teams
21
74440
3416
我和多樣性團隊合作的個人經驗是
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
雖然在一開始他們需要多點努力，
01:34
they did bring fresher,
more creative ideas.
more creative ideas.
23
82000
3200
他們確實能帶來更新鮮、
更有創意的想法。
更有創意的想法。
01:37
So I wanted to know:
24
85880
2136
所以，我想要知道：
01:40
Are diverse organizations
really more innovative,
really more innovative,
25
88040
3816
多樣性組織真的比較創新嗎？
01:43
and can diversity be more
than something to comply with?
than something to comply with?
26
91880
3840
多樣性能不能不只是
一項該遵守的東西？
一項該遵守的東西？
01:48
Can it be a real competitive advantage?
27
96320
2360
它能不能成為真正的競爭優勢？
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
為了找出答案，我們和慕尼黑
工業大學合作了一項研究。
工業大學合作了一項研究。
01:57
We surveyed 171 companies
in Germany, Austria and Switzerland,
in Germany, Austria and Switzerland,
29
105400
5176
我們調查了德國、奧地利、
和瑞士的 171 間公司，
和瑞士的 171 間公司，
02:02
and as we speak, we're expanding the study
30
110600
2936
現在我正在說話的同時，
我們已經把研究擴展到另外五個國家
02:05
to 1,600 companies
31
113560
2816
達 1,600 間公司了。
02:08
in five additional countries
around the world.
around the world.
32
116400
2480
02:11
We asked those companies
basically two things:
basically two things:
33
119760
2896
我們問那些公司兩項基本的東西：
02:14
how innovative they are
and how diverse they are.
and how diverse they are.
34
122680
3040
問它們的創新以及多樣性的程度。
02:18
To measure the first one,
35
126840
1496
為了要測量第一項，
02:20
we asked them about innovation revenue.
36
128360
2720
我們問它們創新收益相關的問題。
02:24
Innovation revenue is the share
of revenues they've made
of revenues they've made
37
132000
2656
創新收益是在過去三年間，
02:26
from new products and services
in the last three years,
in the last three years,
38
134680
3016
新產品和新服務佔了多少收益，
02:29
meaning we did not ask them
how many creative ideas they have,
how many creative ideas they have,
39
137720
3256
也就是說，我們並沒有問
它們有多少創意想法，
它們有多少創意想法，
02:33
but rather if these ideas
translate into products and services
translate into products and services
40
141000
3816
而是這些創意想法
是否使得公司現在和未來的
產品和服務更為成功。
產品和服務更為成功。
02:36
that really make the company
more successful today and tomorrow.
more successful today and tomorrow.
41
144840
3400
02:41
To measure diversity,
we looked at six different factors:
we looked at six different factors:
42
149760
4536
為了測量多樣性，
我們檢視六個不同的因子：
我們檢視六個不同的因子：
02:46
country of origin,
age and gender, amongst others.
age and gender, amongst others.
43
154320
3560
原國籍、年齡、性別，和其他。
02:51
While preparing to go in the field
with those questions,
with those questions,
44
159320
2936
在準備要帶著那些問題去實做時，
02:54
I sat down with my team
45
162280
2256
我和團隊坐下來討論
02:56
and we discussed what
we would expect as a result.
we would expect as a result.
46
164560
3280
我們期待怎樣的結果。
03:01
To put it mildly, we were not optimistic.
47
169640
2120
用溫和的說法，我們並不樂觀。
03:05
The most skeptical person on the team
thought, or saw a real possibility,
thought, or saw a real possibility,
48
173000
3536
最多疑的那位團隊成員認為
很可能我們什麼都發現不了。
03:08
that we would find nothing at all.
49
176560
2400
03:12
Most of the team
was rather on the cautious side,
was rather on the cautious side,
50
180360
2296
大多數團隊成員比較謹慎，
03:14
so we landed all together at "only if,"
51
182680
3896
所以我們最後談的都是「只限於」，
03:18
meaning that we might find
some kind of link
some kind of link
52
186600
2096
意思是我們可能會找到
03:20
between innovation and diversity,
53
188720
2536
創新和多樣性之間的某種連結，
03:23
but not across the board --
54
191280
1656
但並非全面適用，
03:24
rather only if certain criteria are met,
55
192960
2896
而是「只限於」某些
標準被達到的情況下，
標準被達到的情況下，
03:27
for example leadership style,
very open leadership style
very open leadership style
56
195880
4056
比如，領導風格，
非常開放的領導風格，
非常開放的領導風格，
03:31
that allowed people to speak up freely
and safely and contribute.
and safely and contribute.
57
199960
4160
讓人們能夠自由且安全地
發表意見和做出貢獻。
發表意見和做出貢獻。
03:38
A couple of months later,
the data came in,
the data came in,
58
206240
2040
幾個月後，資料進來了，
03:41
and the results convinced
the most skeptical amongst us.
the most skeptical amongst us.
59
209520
4320
結果說服了我們當中最多疑的人。
03:46
The answer was a clear yes,
60
214560
1856
答案很明顯是「是的」，
03:48
no ifs, no buts.
61
216440
1760
沒有「如果」，沒有「但是」，
03:50
The data in our sample showed
62
218840
2136
我們樣本的資料顯示，
03:53
that more diverse companies
are simply more innovative, period.
are simply more innovative, period.
63
221000
4480
比較多樣化的公司
就是比較創新，就這樣。
就是比較創新，就這樣。
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
現在應該要問的問題，
是雞生蛋或蛋生雞的問題，
是雞生蛋或蛋生雞的問題，
04:04
meaning, are companies
really more innovative
really more innovative
65
232160
3416
意思是，公司會比較創新
04:07
because they have
a more diverse leadership,
a more diverse leadership,
66
235600
2656
真的是因為它們有
比較多樣化的領導階層嗎？
比較多樣化的領導階層嗎？
04:10
or the other way around?
67
238280
1256
或是反過來？
04:11
Which way is it?
68
239560
1200
哪個才是真的？
04:13
Now, we do not know how much
is correlation versus causation,
is correlation versus causation,
69
241280
3760
我們不知道在這相關性中
有多少的因果關係，
有多少的因果關係，
04:17
but what we do know is that clearly,
70
245880
2976
但我們確實知道，很明顯，
04:20
in our sample, companies
that are more diverse
that are more diverse
71
248880
3176
在我們的樣本中，
比較多樣化的公司就比較創新，
04:24
are more innovative,
72
252080
1496
04:25
and that companies
that are more innovative
that are more innovative
73
253600
2296
而比較創新的公司
也有比較多樣化的領導階層。
04:27
have more diverse leadership, too.
74
255920
1840
04:30
So it's fair to assume
that it works both ways,
that it works both ways,
75
258279
2737
所以可以假設兩個方向都是對的，
04:33
diversity driving innovation
and innovation driving diversity.
and innovation driving diversity.
76
261040
3880
多樣性導致創新，創新導致多樣性。
04:39
Now, once we published the results,
77
267360
2776
在我們發表了結果之後，
04:42
we were surprised
about the reactions in the media.
about the reactions in the media.
78
270160
4576
媒體的反應讓我們很驚訝。
04:46
We got quite some attention.
79
274760
2896
我們得到了不少的關注。
04:49
And it went from quite factual,
80
277680
2496
從事實性的描述，
04:52
like "Higher Female Share
Boosts Innovation"
Boosts Innovation"
81
280200
4256
如「女性比例較高會激發創新」，
04:56
to a little bit more sensationalist.
82
284480
3496
到稍微聳動些的。
05:00
(Laughter)
83
288000
1936
（笑聲）
05:01
As you can see,
84
289960
1216
你們可以看到，
05:03
"Stay-at-home Women Cost Trillions,"
85
291200
3096
「女性待在家的代價高達數兆元」，
05:06
and, my personal favorite,
86
294320
1936
我個人的最愛是這個，
05:08
"Housewives Kill Innovation."
87
296280
2376
「家庭主婦扼殺了創新」。
05:10
Well, there's no such thing
as bad publicity, right?
as bad publicity, right?
88
298680
3016
沒有所謂的負面宣傳，對吧？
05:13
(Laughter)
89
301720
2336
（笑聲）
05:16
On the back of that coverage,
90
304080
1976
緊接在那報導之後，
05:18
we started to get calls
from senior executives
from senior executives
91
306080
3456
我們開始接到高階主管打來的電話，
05:21
wanting to understand more,
92
309560
1696
他們想了解更多，
05:23
especially -- surprise, surprise --
about gender diversity.
about gender diversity.
93
311280
3560
尤其讓人驚訝的
是特別想了解性別的多樣性。
是特別想了解性別的多樣性。
05:27
I tend to open up
those discussions by asking,
those discussions by asking,
94
315680
4096
對於這類的討論，我通常
開場的方式是先問：
開場的方式是先問：
05:31
"Well, what do you think of the situation
in your organization today?"
in your organization today?"
95
319800
4136
「你認為現今在你組織內
是怎樣的情況？」
是怎樣的情況？」
05:35
And a frequent reaction to that is,
96
323960
2560
對這個問題，常見的反應是：
05:39
"Well, we're not yet there,
but we're not that bad."
but we're not that bad."
97
327480
3040
「嗯，我們還沒做到，
但我們也沒太糟。」
但我們也沒太糟。」
05:43
One executive told me, for example,
98
331240
2176
比如，有位主管告訴我：
05:45
"Oh, we're not that bad.
99
333440
1536
「喔，我們沒那麼糟。
05:47
We have one member
in our board who is a woman."
in our board who is a woman."
100
335000
2736
我們的董事當中有一名女性。」
05:49
(Laughter)
101
337760
1336
（笑聲）
05:51
And you laugh --
102
339120
1216
你會笑出來──
05:52
(Applause)
103
340360
2960
（掌聲）
05:58
Now, you laugh, but he had a point
in being proud about it,
in being proud about it,
104
346760
3376
你現在會笑，但他對此
感到自豪其實是有根據的，
感到自豪其實是有根據的，
06:02
because in Germany,
105
350160
1336
因為在德國，
06:03
if you have a company
106
351520
2976
如果你有一間公司，
06:06
and it has one member
on the board who is a woman,
on the board who is a woman,
107
354520
2576
公司有一名女性董事，
06:09
you are part of a select group of 30
108
357120
2416
你就是前百大公開上市公司當中
06:11
out of the 100 largest
publicly listed companies.
publicly listed companies.
109
359560
3656
特出的三十家之一。
06:15
The other 70 companies
have an all-male board,
have an all-male board,
110
363240
5216
另外七十間公司的董事全都是男性，
06:20
and not even one of these hundred
largest publicly listed companies
largest publicly listed companies
111
368480
3816
而這百大公開上市的公司中，
06:24
have, as of today, a female CEO.
112
372320
3680
沒有任何一家有女性執行長，
截至今天都沒有。
截至今天都沒有。
06:29
But here's the critically
important insight.
important insight.
113
377080
2240
但，我要再提出個重要的洞察。
06:32
Those few female board members alone,
114
380240
3976
只有那少數幾位女性董事，
06:36
they won't make a difference.
115
384240
1896
她們無法造成不同。
06:38
Our data shows that for gender diversity
to have an impact on innovation,
to have an impact on innovation,
116
386160
4120
我們的資料顯示，
若要讓性別多樣性影響創新，
若要讓性別多樣性影響創新，
06:43
you need to have more
than 20 percent women in leadership.
than 20 percent women in leadership.
117
391200
3720
你得要在領導階層裡面
有超過 20% 的女性。
有超過 20% 的女性。
06:47
Let's have a look at the numbers.
118
395480
1600
我們來看看數字。
06:50
As you can see, we divided
the sample into three groups,
the sample into three groups,
119
398600
3696
如你們所見，我們把樣本分成三組，
06:54
and the results are quite dramatic.
120
402320
2896
結果十分引人注目。
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
只有在領導階層有
超過 20% 女性的那一組，
超過 20% 女性的那一組，
07:01
only then you see a clear jump
in innovation revenue
in innovation revenue
122
409960
3880
只有在那一組，
才看得見創新收益
才看得見創新收益
明顯提升到超過平均值以上。
07:06
to above-average levels.
123
414840
1976
07:08
So experience and data
shows that you do need critical mass
shows that you do need critical mass
124
416840
4656
所以，經驗和資料顯示，
你的確需要關鍵人數
你的確需要關鍵人數
07:13
to move the needle,
125
421520
1496
才能移動一根針，
07:15
and companies like Alibaba,
JP Morgan or Apple
JP Morgan or Apple
126
423040
3336
像阿里巴巴、摩根大通、
蘋果等這些公司，
蘋果等這些公司，
07:18
have as of today
already achieved that threshold.
already achieved that threshold.
127
426400
3360
現今已經達到了那個門檻。
07:24
Another reaction I got quite a lot was,
128
432480
2400
我還常碰到的另一種反應是：
07:28
"Well, it will get solved over time."
129
436520
2880
「嗯，隨時間過去，
問題就會解決。」
問題就會解決。」
07:32
And I have all the sympathy in the world
for that point of view,
for that point of view,
130
440200
3256
對於那種觀點，我非常同情，
07:35
because I used to think like that, too.
131
443480
1920
因為我也曾經那麼想。
07:38
Now, let's have a look here again
and look at the numbers,
and look at the numbers,
132
446600
3296
現在我們再來看看數字，
07:41
taking Germany as an example.
133
449920
2136
用德國當例子。
07:44
Let me first give you the good news.
134
452080
2216
我先告訴各位好消息。
07:46
So the share of women
who are college graduates
who are college graduates
135
454320
2816
大學畢業並且至少具有
07:49
and have at least 10 years
of professional experience
of professional experience
136
457160
3416
十年專業經驗的女性比例，
07:52
has grown nicely over the last 20 years,
137
460600
3296
在過去二十年間都一直在成長，
07:55
which means the pool
in which to fish for female leaders
in which to fish for female leaders
138
463920
3776
意思就是，女性領導人的人才庫
07:59
has increased over time,
139
467720
2136
隨著時間越來越大了，
08:01
and that's great.
140
469880
1696
這點是很棒的。
08:03
Now, according to my old theory,
141
471600
1840
根據我的舊理論，
08:06
the share of women in leadership
142
474880
1576
領導階層的女性比例
08:08
would have grown
more or less in parallel, right?
more or less in parallel, right?
143
476480
2320
應該多少也會平行成長，對嗎？
08:11
Now, let's have a look
at what happened in reality.
at what happened in reality.
144
479840
2880
我們來看看現實的狀況。
08:15
It's not even close,
145
483480
1560
還差很遠，
08:19
which means I was so wrong
146
487360
3216
這意味著，我錯得可大了，
08:22
and which means that my generation,
147
490600
2776
也意味著我的世代，
08:25
your generation,
148
493400
1200
你的世代，
08:27
the best-educated
female generation in history,
female generation in history,
149
495680
3520
史上教育程度最高的女性世代，
08:32
we have just not made it.
150
500520
1416
我們就是還沒成功。
08:33
We have failed to achieve leadership
in significant numbers.
in significant numbers.
151
501960
4496
我們沒能達成在領導階層
佔有顯著的人數。
佔有顯著的人數。
08:38
Education just did not
translate into leadership.
translate into leadership.
152
506480
2920
教育程度並不會直接轉成領導階層。
08:42
Now, that was a painful realization for me
153
510720
3096
對我而言，那是種痛苦的領會，
08:45
and made me realize,
154
513840
2136
讓我了解到，
08:48
if we want to change this,
155
516000
2296
如果我們想要改變這狀況，
08:50
we need to engage,
and we need to do better.
and we need to do better.
156
518320
2359
我們得要參與投入，且要做得更好。
08:54
Now, what to do?
157
522200
2360
所以，該怎麼做？
08:57
Achieving more than 20 percent
women in leadership
women in leadership
158
525320
3536
達成在領導階層至少有
20% 是女性的這項任務，
20% 是女性的這項任務，
09:00
seems like a daunting task to many,
159
528880
2376
對許多人來說，似乎挺讓人氣餒，
09:03
understandably, given the track record.
160
531280
2480
從過往記錄來看，這是可理解的。
09:07
But it's doable,
161
535080
1216
但這是可行的，
09:08
and there are many companies today
that are making progress there
that are making progress there
162
536320
3256
現今有很多公司在這方面都有進展，
09:11
and doing it successfully.
163
539600
1616
且成功做到這一點。
09:13
Let's take SAP, the software
company, as an example.
company, as an example.
164
541240
3456
咱們用思愛普（SAP）
軟體公司來當例子，
軟體公司來當例子，
09:16
They had, in 2011,
19 percent women in leadership,
19 percent women in leadership,
165
544720
4656
在 2011 年，他們的
領導階層有 19% 是女性，
領導階層有 19% 是女性，
09:21
yet they decided to do better,
166
549400
1856
但他們仍然決定要再做更好些，
09:23
and they did what you do
in any other area of business
in any other area of business
167
551280
3176
而他們的做法，就和你在
任何其他商業領域中
任何其他商業領域中
09:26
where you want to improve.
168
554480
1536
想做改善時的做法一樣。
09:28
They set themselves a measurable target.
169
556040
2480
他們為自己設定了可測量的目標。
09:31
So they set themselves a target
of 25 percent for 2017,
of 25 percent for 2017,
170
559440
4896
他們設定的目標是，
在 2017 年達到 25%，
在 2017 年達到 25%，
09:36
which they have just achieved.
171
564360
1600
他們已經達到這個目標了。
09:39
The goals made them think more creatively
about developing leaders
about developing leaders
172
567120
3416
因為有目標，在開發領導人方面
他們會做更創意的思考，
他們會做更創意的思考，
09:42
and tapping new recruiting pools.
173
570560
2456
也會去開闢新的人才招募來源。
09:45
They now even set a target of 30 percent
women in leadership for 2022.
women in leadership for 2022.
174
573040
4360
他們現在甚至把 2022 年目標
設為領導階層要有 30% 女性。
設為領導階層要有 30% 女性。
09:50
So experience shows it's doable,
175
578480
2456
所以，經驗顯示這是做得到的，
09:52
and at the end of the day,
176
580960
1976
且到頭來，
09:54
it all boils down to two decisions
that are taken every day
that are taken every day
177
582960
4136
都能歸結到每天要做的
兩項決策，在每個組織中，
兩項決策，在每個組織中，
09:59
in every organization by many of us:
178
587120
2760
我們許多人都要做這兩項決策：
10:03
who to hire and who
to develop and promote.
to develop and promote.
179
591640
3400
要僱用誰、要發展誰，及要提拔誰。
10:08
Now, nothing against women's programs,
180
596000
2576
我們不是要反對
針對女性的人才計畫、
針對女性的人才計畫、
10:10
networks, mentoring, trainings.
181
598600
2336
連結人際關係網、
顧問指導、教育訓練，
顧問指導、教育訓練，
10:12
All is good.
182
600960
1200
這些都很好。
10:15
But it is these two decisions
183
603320
1936
但到頭來，是這兩項決策，
10:17
that at the end of the day
send the most powerful change signal
send the most powerful change signal
184
605280
4016
在任何組織中，
發送出最強而有力的改變信號。
10:21
in any organization.
185
609320
1520
10:25
Now, I never set out
to be a diversity advocate.
to be a diversity advocate.
186
613040
3056
我從來沒有打算要
成為多樣性的提倡者。
成為多樣性的提倡者。
10:28
I am a business advisor.
187
616120
1720
我是企業顧問。
10:30
But now my goal is
to change the face of leadership,
to change the face of leadership,
188
618720
4976
但現在，現在我的目標
是要改變領導階層的面貌，
是要改變領導階層的面貌，
10:35
to make it more diverse --
189
623720
1440
讓它更多樣化。
10:38
and not so that leaders can check a box
190
626080
2496
目的並不是為了讓領導人打個勾，
10:40
and feel like they have
complied with something
complied with something
191
628600
2976
感覺他們已經遵守了什麼，
10:43
or they have been politically correct.
192
631600
2536
或是他們已經做到政治正確。
10:46
But because they understand,
193
634160
1696
而是因為他們了解，
10:47
they understand that diversity
is making their organization
is making their organization
194
635880
3496
他們了解多樣性讓他們的組織
10:51
more innovative, better.
195
639400
1400
更創新、更出色。
10:53
And by embracing diversity,
by embracing diverse talent,
by embracing diverse talent,
196
641680
3856
透過擁抱多樣性，
透過擁抱多樣化的人才，
透過擁抱多樣化的人才，
10:57
we are providing
true opportunity for everyone.
true opportunity for everyone.
197
645560
2320
我們就能夠提供每個人真正的機會。
11:00
Thank you. Thank you so much.
198
648520
1656
謝謝。非常謝謝大家。
11:02
(Applause)
199
650200
2640
（掌聲）
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