金融行业DEI快速指南+Quick+Guide+to+DEI+for+the+Finance+Industry

TheDiversityDataExperts™

DIVERSIO

IndustryFocus

QuickGuideto

DEIfortheFinanceIndustry

Tableof

Contents:

Introduction:

I.DEIintheFinanceIndustry

3

II.IndustryRegulations

4

III.IsYourCompanyCompliant?

6

IV.TakingActionNow

12

TheDiversityDataExperts™2

I.TheEmergenceofDEIintheFinanceIndustry

TheEmergenceofDEI

intheFinanceIndustry

Thesocialjusticemovementsof2020havepusheddiversity,equity,

andinclusionintotheforefront,promptinggovernmentsandregulatory

agenciestofollowsuit.Globalmandatessetbytheseinstitutionsensure

thatstepsarebeingtakentoimplementDEIacrossallindustriesand

organizations.Thereisanincreasingdemandforindustryleaderstotake

actionandaclearstancecondemningprejudicedbehaviors,attitudes,and

actionsintheworkplace.

AccordingtotheMassachusettsInstituteofTechnology,thefinanceindustry,

oneoftheleastdiverseindustriesintheUnitedStates,isbeingheldunder

closerscrutiny.Thisguideisintendedtoinformsectorsofthefinancial

industryoflegislativecomplianceissuesandhowtoimplementDEIbest

practicesintheworkplace.

Top10MostInclusiveFinancialInstitutions

1.JPMorganChase2.BankofAmerica

3.Mastercard

4.NorthwesternMutual

5.TDAmeritrade

6.WellsFargo

7.Fidelity08.Prudential

9.MorganStanley回10.HartfordFinancial

TheDiversityDataExperts™3

II.IndustryRegulations

Industry

Regulations

Thefinanceindustryisnotoriousforitslackofdiversity.Some

legislativemeasureshavebeentakentocorrectdiscriminatoryinjustices,

suchastheDodd-FrankActof2010,whichwascreatedtoincreaseracial

andgenderinclusivityatfinancialinstitutionsandregulatoryagencies.Underthis

act,federalagenciesarerequiredtocreateanOfficeofMinorityandWomen

Inclusion(OMWI).Recently,theFDIC’sOMWIcreatedtheFinancialInstitution

DiversitySelf-Assessment,whichcallsonsupervisedinstitutionswithatleast100

employeestosubmitself-assessmentsoftheirdiversitypoliciesandpractices.

TheCreditUnionNationalAssociation(CUNA)planstoensurethatDEIplays

ameaningfulrolethroughouteveryaspectofthefinancialservicessector.It

hasincludedthesethreeactsinitscommitmenttoadvanceDEIprinciplesin

financialservices:

•FinancialRegulatoryAdvisoryCommitteesAct

•FederalHomeLoanBankBoardDiversityAct

•FederalReserveBankBoardDiversityAct

TheDiversityDataExperts™4

II.IndustryRegulations

NASDAQhasalsocontributedtotheshiftingDEIindustrylandscapeby

creatingaBoardDiversityRule,approvedbytheSecuritiesandExchange

Commission,“toencourageaminimumboarddiversityobjectiveforcompanies

andprovidestakeholderswithconsistent,comparabledisclosuresconcerning

acompany’scurrentboardcomposition.”Perthisnewlegislation,companies

thatwanttoberecognizedandlistedunderNASDAQmusthavetwodiverse

boardmembers,andoneofthemhastobeafemale.Iftheydonot,theyhave

toprovidereasoningastowhy.Suchcompaniesarealsorequiredtorelease

board-leveldiversitystatisticstoNASDAQ.

Aswecontinuetomoveforwardsintoanincreasinglyinterconnected,

globalizedsociety,morelegislationmirroringtheseinitiativeswillcontinue

toweavethroughoutotherfinancialindustryorganizations.Knowingwhatis

goingtoberequiredanddesigningaplantocreateamorediverseworkplace

willallowyourbusinesstocomplywithfutureregulationsandcontributeto

amoreproductiveworkenvironment.ImplementingDEIpracticesbeforeitis

mandatedcanbeleveragedasacompetitiveadvantage,sinceyou’llbeableto

tailorDEIpracticesuniquelytoyourcompany’sneedsonatimelineyoucan

bettercontrol.

EntrenchedIssuesRequireOrganizationalChange

Thetop3mostfrequentInclusionPainPointsacrossthe

FinancialInstitutionsintheFortune500cannotbesolved

withdiversitytraininganddonotfallunderthepurview

ofaChiefDiversityOfficer.

12%11%8%

PayEquityAdequateCareer

ResourcingDevelopment

TheDiversityDataExperts™5

III.IsYourCompanyCompliant?

IsYourCompany

Compliant?

Asmorelegislationisproducedtoenhancediversityamongstfinancial

institutions,businessesneedtobeawareofDEIbestpracticestoreap

thebenefitsofadiverse,equitable,andinclusiveworkforce,andavoid

disciplinaryaction.Herearesometipstoevaluateyourorganizationand

understandifyouarecompliantwithdiversitylegislation:

•ReviewInternalandExternalHiringProcesses.

Doyouhaveclearlydefinedtargetstoensureyou’reinterviewingenough

diversecandidates?Areyougoingbeyondtraditionalsourcingfortalent?Creating

arecurringauditofyourcurrenthiringpracticeswillhelpdiscoverstrengthsand

weaknessesinDEI,makingadjustmentsasneeded.

•CreateaClearJobDescriptionUsingInclusiveLanguage.

Creatingaclearjobdescriptiontoselectfromapoolofbest-talentcandidates

isfundamentaltoDEIhiringpractices.Jobdescriptionwordingshouldallow

peopletoseethemselvesatthatparticularjob.Makesureyouarenotusingany

exclusionaryvocabularywhendescribingtheavailableposition.

TheDiversityDataExperts™6

whetheremployeeshaveexperiencesbiasinmanagerfeedbackorreviews.

.TomeasureFairManagementask

.TomeasureFlexibleWorkOptions, askemployeesiftheyfeeltheyhave theflexibilityneededtobalancework andhomeobligations.

.Toobtainmoregranularinsights,include

employeestodescribehowtheircompanysupportsbelongingnessandwhatcouldbedonebettertoimproveworkplaceinclusion.

oneortwoFreeTextQuestionsthatask

1

3

5

2

4

6

III.IsYourCompanyCompliant?

•ClarifyKeyPerformanceIndicators(KPI’s).

PartofDEI’sbestpracticesincludesclarifyingkeyperformance

indicators.Definingcleargoalsduringthehiringprocesscanhelp

thembecomemoreattainable.

.TomeasureInclusiveCulture,ask employeeswhethertheiropinionis soughtandvaluedbytheirteams.

askwhetheremployeeshaveasenior

leaderwhoisinvestedintheirsuccess.

.TomeasureCareerDevelopment,

.TomeasureSafeWorkEnvironment,ask employeeswhethertheyhaveexperienced anyformofharassmentintheworkplace.

TheDiversityDataExperts™7

III.IsYourCompanyCompliant?

•ShareYourDiversityDataPublicly.

Shareholderbuy-inisbecomingincreasinglydependentonthe

transparencyoforganizationstoreleasedataregardingdiversitywithin

theirworkforce.Investors,customers,andemployeesarepressuring

businessestomakethedatatheyreleasetotheEqualEmployment

OpportunityCommissionpublic.Datashouldrevealdiversityispresent

laterally,notjusthierarchicallyattheboardlevel.Demandforreleasing

publicdataonworkplacediversityisalsostartingtobeimplemented

throughlegislativeaction.

•AnalyzeYourDEIStatementorStrategy.

ThemostimportantthingwhencreatingyourDEIstatementis

implementingaction.DonotsimplystatethatyousupportDEI,but

identifyhowyousupportitaswell.ExplainwhatDEImeanstoyour

company,whyitmatterstoyou,andhowyouapproachDEIinyour

business.Thinkaboutthetypesofgoalsyouaresettingtoimprove

DEI—notjustthatyousupportadvancement,buthowyouplanto

achievethisgoal.EmphasizethatyourorganizationhasDEIatthe

leadershiplevel.Includingasimplestatementthatsays,“We’vemade

sureDEIisintegraltoallourbusinessfunctions,andassuch,have

appointed[insertname]toleadtheseefforts”willshowthatyouhave

accountabilityatthehighestlevelsinyourorganization.

TheDiversityDataExperts™8

III.IsYourCompanyCompliant?

•ImplementSupportPrograms.

Takeimmediate,actionablesteps.Providetrainingandworkshops

thatpromoteasafeandinclusiveworkplaceusingDEIbestpractices.

Mentorshipprogramsfordiversetalent,flexibleworkschedules,and

paidfamilyleavearenecessaryofferingsforaworkplacethatvalues

culturaldiversity.

AfewofthesupportprogramsautomaticallysuggestedbyDiversio’sAI-powered“RecommendationEngine”basedonspecificpainpointssurfacedbythesoftwareplatform.

TheDiversityDataExperts™9

III.IsYourCompanyCompliant?

.GarnerEmployeeEngagementWithFeedbackOpportunities.

Visibilityisimperativetocreatingaworkplaceofbelongingness.Provideopportunitiesforeveryvoicetobeheard.Employeeresourcegroup(ERG)programsareemployee-ledandcanhelpfosterDEIintheworkplace.

EffectiveERGsareorganizedbasedondataorconversationshadacrosstheorganization.Whicheverprogramyourcompanydecidestoimplement,itisimportanttocreateinclusionamongsttheentireworkforce.

AnexampleofasurveyusedtogatheremployeesentimentandgeneratetheDiversioInclusionScore™

TheDiversityDataExperts™10

III.IsYourCompanyCompliant?

•BeAwareofSignificantDates/Months.

Isyourcompanyawareofsignificantcalendarevents?Disabilitymonth,

Latinxheritagemonth,Ramadan,Pridemonth,MartinLutherKing

Jr.day,etc.?Workplacesarecomposedofavarietyofpeoplefrom

alldifferentculturesandbackgrounds.Neglectingspecificdatesthat

aparticulargroupofyourcompanycelebratescancreateadivision

amongyouremployees.Howdoyousupportemployeeswhoidentifyas

partofthesegroups?

•EnforceImportantPolicies.

Whatpoliciesareinplacetohandleharrassmentorprejudiced

comments?Whatdoesthatreportingprocesslooklike?Whatsupport

doyouofferemployeeswhoarevictimsofsuchanoccurance?

Preventionisthebestwaytocombatandeliminateharassmentand

prejudiceintheworkplace.Besuretoincludethistrainingaspartof

yourDEIbestpracticeslandscape.Establishthatyourcompanyhasa

no-tolerancepolicyregardingharassmentandassault,prejudicedor

discriminatoryactions,andhatespeech.

TheDiversityDataExperts™11

IV.TakingActionNow

TakingAction

Now

StepshavealreadybeenmadetoimplementDEIintostatutesand

regulations.Organizationsneedtobepreparedandevaluatehowtheir

companycanbemorediverse,equitable,andinclusivetocreateabetter

future,bothforthemselvesandtheiremployees.

Thefinanceindustryplaysapivotalroleinsettingthetoneforamorediverse,

equitable,andinclusivemarketplaceintoday’sglobaleconomy.Largerinstitutionsneedasystemthatistrustworthyandefficientwithaproventrackrecord.

Diversio’slanguage-intelligentsoftwarecombineshumanintelligencewithAIto:

•Differentiateforarangeofemployeeexperiencesusingaggregatedatabasedon6KPIs

•Garneremployeetrustusingananonymous,four-minutesurvey

•Offercomprehensivetrainingworkshopsthatcomplementourready-to-implementrecommendationsintheformofactionablesolutions

•Trackandmeasureyourorganization’sDEIinitiativesprogresswithoursecure,user-friendlydashboardinterface

ContactustolearnhowDiversio’sAI-powered

dashboardandteamofDEIexpertscanhelp

BookaDemo

yourorganizationachieveitsgoals.

TheDiversityDataExperts™12

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