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Category Scores (5-point scale)

 

Best-Fit / Misfit Values

 

 

Organizational Values & Work Style

The company values professionalism in delivering client impact and supports employee growth. Working hours themselves are not emphasized—what matters is the value you create. Long hours with low output aren't rewarded, while efficient, high-impact work is highly valued. Once consultants gain experience and establish their work style, it's a flexible environment that allows for balancing career development with family life—though experiences vary by project.

Over 90% of senior management are men who rose through the ranks, often with work styles involving long hours, social engagements, and overseas assignments with family relocations. As a result, their understanding of work-life balance tends to reflect their own experience, and empathy can be limited.

That said, DE&I is now prominently promoted, especially in corporate divisions led by women managers who joined mid-career. These teams include many women from within and outside the company and offer a highly supportive environment for those seeking specialized corporate careers with a focus on work-life balance.

Balancing Career Growth & Family Involvement

At BCG, truly easy work is rare. You’re constantly required to operate beyond your comfort zone—this is part of what makes the job rewarding. High performance is expected regardless of personal circumstances.

If you choose to prioritize family, career progression will likely slow. But this is the flip side of a system that promotes those who deliver exceptional results early.

Even while raising children, you're given access to challenging projects based on your performance. However, work can become extremely demanding. Without adequate support—whether from family or hired help—you may often find yourself working late into the night after putting your kids to bed.

Male Family Involvement & Parental Leave

Daily Family Involvement

Few male employees take a lead role in housework, childcare, or eldercare. That said, more fathers today—compared to five years ago—are making a conscious effort to spend time with their families.

Paternity Leave Several male colleagues have taken parental leave for multiple months, with no visible impact on their promotions or careers. The company's leadership is actively promoting family-friendly policies, which are beginning to take root throughout the organization.

Daily Family Involvement

While more men are getting involved in parenting than in the past, few spend enough time to be considered truly hands-on. Even among dual-career couples, women still tend to bear a larger share of household and parenting duties.

Paternity Leave

Though paternity leave is effectively mandatory, most men take less than a month. The company has created a supportive environment, but workloads haven’t changed, so colleagues may feel pressure to minimize time off to avoid burdening their teams—even if complaints aren't voiced outright.

Advice for Those With Family Responsibilities

It’s harder for managers to take extended time off, as it’s difficult to delegate responsibilities. Having children before reaching a managerial position might make balancing both easier.

Still, even as a manager, it’s possible to manage parenting with the right support system. The company provides mechanisms to raise concerns if you feel your performance isn’t being fairly evaluated due to non-work factors.

Your approach depends on how ambitious you are with your career.

If you aim to keep pace with male peers in promotions, you'll likely need strong support for household and parenting tasks—whether from a partner, family, or outside help.

That said, the company has become more accommodating of location and workstyle preferences, making it increasingly feasible to prioritize family. However, trade-offs in promotion speed may still arise.

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