We continue to focus on maintaining an inclusive environment that supports everything that makes our colleagues unique and provides resources to help them grow professionally and personally.
In 2016, we witnessed civil strife, protest and loss of life in cities around the world. These events remind us of the importance of supporting each other, understanding that we are all affected in personal ways, and appreciating that those feelings do not pause when we come to work.
This led us to expand our courageous conversations in which we engaged our employees in candid dialogue on the issues that affect us and our communities.
In addition to the open dialogue, our focus in these conversations is to encourage ongoing education and awareness so we can understand and learn from each other, and provide support to our employees. We have also involved our community partners in these conversations, providing us a view into the needs of the neighborhoods affected and how we can make a positive impact.
One example was in December 2016, when we welcomed members from our National Community Advisory Council (NCAC) for a panel conversation on social justice and racial equality. Panelists included Cornell Brooks of the NAACP, Wade Henderson of the Leadership Conference on Civil and Human Rights, and Marc Morial of the National Urban League. It was broadcast to more than 50,000 Employee Network members, and replays were shared with all employees.
Learn more about these courageous conversations in the 2016 ESG Executive Summary.
We also invest in our employees and inclusive workplace through a variety of development and learning programs that help drive a culture of mutual respect, and promote teamwork and positive engagement at every level of our company.
- Unconscious Bias – This training has been rolled out globally to more than 27,000 employees since 2013.
- Diverse Leader Sponsorship Program – Targets top-performing diverse talent and assigns each participant a senior leader sponsor who helps accelerate her or his visibility, advocacy and development over the course of the 10 month program. Protégés and sponsors continue to meet after the program is over. We’ve found participants to be twice as likely to be promoted as a result of their participation in this program. Sponsors are just as diverse as their protégés, many being women, people of diverse races and ethnicities and LGBT leaders.
- D&I Learning – Focuses on celebrating diversity and practicing inclusion, the program had more than 90,000 completions in 2016 alone.
- LGBT learning – Offers training modules and events for employees to become better informed about the issues facing the LGBT community, and how together we can help promote an inclusive working environment. To date, almost 15,000 employees have attended one or more of these training sessions in 46 states across the U.S. and 13 countries across EMEA and Asia Pacific.
- In 2016, our EMEA region launched ‘Pathways to Progression’ to improve the retention, engagement and pull-through of women to more senior levels. The program – which targets all vice president level women in the region – helps participants to develop new capabilities, create new networks, access one-on-one career support, and connect with senior leaders.
- Almost 300 people who have been out of work for 12 months or longer have taken part in our UK Returning Talent program since it launched. We hosted similar workshops in Charlotte, N.C. in 2016, helping participants from diverse backgrounds find roles both in- and outside our company.
- In 2016, our Global Transaction Services business expanded its Emerging Women in Treasury (EWiT) program, a pioneering initiative to develop the next generation of women treasurers across Asia. Through EWiT events, women treasurers from our client firms are provided access to thought leadership, networking and mentoring opportunities to help them advance in their careers. We hosted EWiT events in Hong Kong, China, Singapore and India in 2016 for more than 130 clients.
- Our Women’s Executive Development Program leverages the faculty of Columbia Business School to engage, develop, retain and support career advancement of high potential talent. The program has evolved since its creation in 2007 and now offers a robust 10-month experience including assessments, in-person and ongoing virtual development sessions, executive sponsorship and local market engagement opportunities to advance the careers of female participants.
We also have a number of enterprise partnerships that share our common goal of driving inclusion. Learn more about how the company and employees get involved, including supporting people with disabilities and the Love Has No Labels campaign.