and mckinsey was beating the drums on all this. and they were even putting slides in a cigarette company's presentation on how maybe they should think about offshoring as well. it worked for company b, why don't you try it? >> reporter: founded in 1926 by university of chicago professor james o. mckinsey, the company has long been known as an efficiency expert. >> when you put kbas in your car, mckinsey had something to do with that business. when you go into a 711 to buy some soda, they touched that. it's a pretty safe bet that if you've heard of a company or a federal agency, that mckinsey is working for them or has worked for them. >> reporter: erik edstrom is a west point and oxford grad and garrison lovely a graduate of cornell. both worked at mckinsey. they are among the dozens and current employees who talked to the authors. you both signed ndas. you're really not supposed to be talking about this, right? >> well, i'm not talking about any specific clients. >> reporter: before he became disillusioned, he found the work thril

mckinsey has contributed to that.to 1950 when one of their consultants decided to look at how much executives were making purses workers, and he concluded that, well, the workers are catching up, so corporations ought to figure out a way to pay leaders more. every year they built on that more and more, and the gap between what the leaders were making of corporations and workers kept growing and growing. amna: overseas, the reporting found that some of mckinsey's work is at odds with -- was at odds with u.s. government instances. -- interests. >> they were working for a company that helped build artificial islands in the south china sea that china is militarizing and making the south china sea what could be a chinese leg. this is a problem for u.s. foreign policy, the u.s. navy, but mckinsey has been doing consulting workor the pentagon and u.s. navy. amna: the private firm, which takes in an annual $10 billion annually, has been a pipeline for prestige and power. among its alumni are transportation secretary pete butt

and mckinsey has contributed mightily to that. for instance, to 1950, when one of their consultants decided to look at how much executives were making versus how much the workers were making. and he concluded that, well, the workers are catching up. so maybe the corporations ought to figure out ways to pay the leaders more. every year, they built on that more and more and more and executives -- that the gap between what the leaders were making of corporations and the workers kept growing and growing and growing over the years. amna: overseas, their reporting found, some of mckinsey's work was at odds with u.s. government interests. >> in one instance, they were working for a company called china communications construction company. and this is the company that did a lot of work building the islands in the south china sea, these artificial islands that china is militarizing and is making the south china sea into basically what could become a chinese lake. this is, you know, very much a problem for u.s. foreign policy, for the u.s.

more carbon emissions per minute than driving a car around the world six times and according to mckinseyombined. that is an extraordinary impact, often on items that are wasted or disposed of. are you concerned that fashion is costing too much for the earth? at the moment the biggest conversation in fashion right now is about sustainability and how, what we can do to save the planet. for me, if you look to one of my issues, i had taylor swift on the cover and my motto is, "buy better, buy less." let's not buy things every day that will pollute, will end up in landfill. let's buy better things you can pass on to generations. these conversations are so paramount in the industry right now. it is impossible to talk about what you have done at vogue without talking about the guest editing that meghan markle did. this occupies only a couple of pages in your book, you describe her as a phenomenal editing partner, but as everyone has noticed, as is often the case when she is involved, a lot of people have offered their opinion about what goes on and it is only reasonable given the amount of comm

more carbon emissions per minute than driving a car around the world six times and according to mckinseye uk combined. that is an extraordinary impact, often on items that are wasted or disposed of. are you concerned that fashion is costing too much for the earth? at the moment the biggest conversation in fashion right now is about sustainability and how, what we can do to save the planet. for me, if you look to one of my issues, i had taylor swift on the cover and my motto is, "buy better, buy less." let's not buy things every day that will pollute, will end up in landfill. let's buy better things you can pass on to generations. these conversations are so paramount in the industry right now. it is impossible to talk about what you have done at vogue without talking about the guest editing that meghan markle did. this occupies only a couple of pages in your book, you describe her as a phenomenal editing partner, but as everyone has noticed, as is often the case when she is involved, a lot of people have offered their opinion about what goes on and it is only reasonable given the amount o

and in the book i site-specific data from mckinsey reports use has done a lot of work in this area. a medical window dressing to compete in the 21st century, you need to be to the issue of diversity. diversity of dues, diversity of race, gender, the background is salient for long-term success. having said that, absent leaders to influence this. and fortunately we've talked already about our ability to hire the ceo. that is a real opportunity for us to not just p hire diverse units but also think about whomever is taking that seat could be a standard bearer for understanding and really pushing the agenda. issues around esu broadly. part and parcel of a percentage basis a considerable part of how we determine compensation. certainly for the ceo as well as top management and business leaders will continue to be that. with that said notwithstanding what i just said not to fight discrimination with discrimination. welcome and companies that should be encouraged to compete and succeed as much as any other .roup we've been lagging behind and remedying the shortfall in diversity. i am pleas

there is a report, if you want to get to net-zero emissions by 2050, this is for mckinsey it's going, $6 trillion to basically destroy our way of life. how do you talk about that, politically she's better talking about the yellow school bus. >> i remember her wanting to defend the police, she said that a number of times, she doesn't want to talk about that right now after what we seen. a quick break imagine never seee an overdraft fee one new service that might save you money, youte don't want to miss it, stay with us. that liberty mutual customizes your home insurance, here's a pool party. look what i brought! liberty mutual! they customize your home insurance... so you only pay for what you need! ♪young people having a good time with insurance.♪ ♪young people.♪ ♪good times.♪ ♪insurance!♪ only pay for what you need. ♪liberty liberty. liberty. liberty.♪ this isn't just freight. these aren't just shipments. they're promises. promises of all shapes and sizes. each, with a time and a place they've been promised to be. a promise is everything to old dominion, because it means everything

and consultants for mckinsey, you name it. and those people i think protect them and insulate them and attach attack the messenger when somebody tells them something so there was a strange sense for me on the sone hand i was it was very unpleasant getting twoyears of legal threats . i can tell you some stories. and there was that episode i talk about in the book where we had somebody sticking out my house. i should say they never confirmed that was them but it was the only project i was working on at the time. and all that was unpleasant but it was important for me to tell the story because the truth is they've been doing that for 20 years, that stuff and it's one of the reason they got away with it for the law aslong as they did . >> i wonder how you make peopletalk to you, do you pay them ? >> it's a great question, i'm not allowed to pay people. it's interesting because if you were a sociologist you can pay people for interviews and that's not ethically permissible in journalism. there's just no scenario in which you can do

the 2022 women in the workplace report is out by mckinsey and company and lean in.org, it shows female at higher rates. it goes on to say for every 100 men, only 87 women are promoted from entry level to manager. joining me now is the she suite founder and ceo, melissa simkins. he melissa, great to see you. thank you very much. your company works to empower women in leadership. what did you make of the study from women in the workplace? what are your main take-aways. >> maria, thank you for having me. my take-away is it's the same thing over and over again. every year, we come to these statistics and we realize that nothing has changed. and my take on it is that i think we're going about solving the problem the wrong way. because actually it's not just the de & i issue we're talking about, it's a sus sussability i- sustainability issue for women. the system was built for men. when you think about the stats we're seeing coming out in the research, i think it's time for us to reframe the problem. when you think about successful women like yourself and many of your listeners, i would guar

that i've seen whether references i've seen have been mostly anecdotal as well, but i know that mckinsey even before we have come completely out of the pandemic had estimated five months to well over a year learning loss, again depending on how long a a child was outf the classroom. and this is going to be a longitudinal issue, right? we're going to have to keep measuring. i did see though that sweden just released a study earlier this week. they had not, other than the two weeks initially, two or maybe two to four weeks initially had not closed down schools. they went immediately back to school and they have determined no learning loss for students in sweden. so what is, it's going to be really can certain even more concerning for students in the u.s. that were out for a year or more in many cases, and as we've talked about the ones that were out of class longest out of in person during the longest are the ones who can least afford it, the most vulnerable kids. and in some cases their families were able to find other options through some of these other creative solutions. but the point

people who are respectable service providers, lawyers, privateta investigators, consultants for mckinsey, you name it and those people i think protect them and insulate them and attack the messenger when somebody -- there was a strange sense for me on one hand it was unpleasant getting two years of legal threats. i could tell you some stories but there is the opposite talk about at the end of the or somebody was staking out my house, they've never confirmed it was them but it is the only project i was working on at the ltime and it was unpleasant but important to tell the story because the truth is they've been doing that for 20 years and i think part of the reason they got away with it as long as it did. >> someone becca. >> how do you get people to talk to you? do you pay them? >> that's a great question, i'm not allowed to pay people, it's interesting because if you were a sociologist, you can pay people for interviews and it's ethically permissible and journalism there's no scenario in which you can do that, it's a pretty red line rule. i will say in honesty, there are ways around th

and compete is enhanced by having more diversity and in the book i said some specific data from mckinsey report, harvard and a lot of work in this area. it's not a matter of windowdressing. it's a matter of if want to be in the 21st century you need to be really hypersensitive to the issue of diversity. diversity of views, diversity of race, gender, background i think is absolutely salient for long-term success. having said that boards have some levers influences and fortunately we talked over the about our ability to hide the ceo. that is a real opportunity for us notur just our diverse candidates but to think about what was taking that seat can be a standardbearer for understanding and pushing the agenda around a more diverse society, a more diverse company. also we do it to compensation. not just diversity issues but issues around esg broadly. i have absolutely part and parcel on a percentage basis a considerable part of how we determine compensation. certainly for the ceo as well as top management and business leaders. it will continue to be that. that said and notwithstanding what i

the women in the workplace study from mckinsey finds about 10% of female managers and leaders left their that's the highest rate in the last five years and 1.5% more than men. the report finds that there is already a shortage of women being promoted into management roles and that women are leaving to find better positions. it also warns companies that they will need to work harder if they want to meet their diversity goals. today tech crunch disrupt returns to san francisco for the first time since the start of the pandemic, some of the biggest names in high tech will gather for the three day conference at the mosconi center. they will discuss recent game changing innovations that are expected to change the entire future of the tech sector. the long list of celebrities attending this event includes comic kevin hart, tennis star serena williams and draymond green of the golden state warriors. returning your holiday purchases by mail could cost more this year as more retailers are now charging fees for returns. during the pandemic . of course, several stores made online returns free to enc

leaving the top ranks of companies at higher rates than ever before according to a new report from mckinseyoman at the director level who gets promoted, two female directors are choosing to leave their company. let's get more from a co-founder rachel thomas who was a co-author on that report. i was just saying a few moments ago that while this makes for a depressing meeting, perhaps it is unsurprising, not least of which considering we know the pressures are on female employees and professionals the last two years with the pandemic. what were the key finders and drivers of this attrition? >> the big finding this year is we are in the midst of a great breakup. women leaders are as ambitious as men, but we see them leaving organizations at the highest rate and at a higher rate than men. women are already underrepresented in leadership and russia's leaders are choosing to leave. but the scale up that context, for every one woman director are promoted, two are leaving. in terms of why, we know women are as ambitious, but they are receiving signals that it might be harder for them to advance. wo

a new report from mckinsey and company shows that for every woman at the director level gets promotedtors are choosing to leave. a lack of advancement opportunities are to blame. global news 24 hours a day on air and on bloomberg quicktake, powered by more than 2700 journalists and analysts in more than 120 countries. i'm lisa mateo, this is bloomberg. ♪ >> the fed is on a mission, very intentional and aggressive tightening of domestic monetary conditions in an effort to slow growth, slow demand specifically loosen up the labor market a little bit to get inflation back to target. so definitionally they're going to be some things that probably break along the way. jonathan: the head of america's fundamental fixed income at black rock. good morning to you all. equities pushing higher by 1.9% on the s&p. treasury yields the other way down to basis point, a colleague 39940. the fx market euro not doing much. we are -1/10 of 1% on euro-dollar. crude up 1/10. we reported overnights, we could get another recipe on release for this white house may be getting that later this week. we have had

the women in the workplace study from mckinsey finds about 10% of female managers and leaders left theirest rate in the last five years and 1.5% more than men, the report finds that there is already a shortage of women being promoted into management roles and that women are leaving to find better positions. it also warns companies that they will need to work harder if they want to meet their diversity goals. popular beverage maker arizona iced tea wants to hold out on raising costs during inflation. the company's owner says it wants to keep its candy iced tea at 99 cents for as long as possible. the company says it's willing to try to redesign its lid to cut down on costs. social media went into an uproar over a photo showing a dollar 29 cents price on a can, however. things settled down when it was explained that the price is in canadian pricing, not us pricing. you're a fan, right? arizona iced tea. i've had it. okay okay. let's check with sal right now. see what everybody's doing on the roads out there, south. does it have caffeine? dave it has caffeine, caffeine. you drink a lot of s