Deb Grant’s Post

This is part of what I'm for and considering when assessing the companies with do business with. Kudos for embracing diversity in its many forms. I'm finding this across divisions, not just in isolated subsidiaries. Leads me to believe it's part of corporate culture way at the top. AssetMark 🎉 #citynationalbank #citynationalrochdale #diversityandinclusion #planningforgood #wealthstrategieswithheart

Some favorite lines from Jamie Diamond at the World Economic Fourm. “JPMorgan’s #dei approach mimics that of any other line of business, requiring that its leads are fanatic about the details, facts, and analysis. Your heart can be in the right place, but if you don’t really think about the execution stuff, you’re gonna fail.” He noted JPMorgan’s HR department bragging some years ago about the firm’s #diversity progress, but fusing all #underrepresented groups. (Think: #women, #blacks, #lgbtq, #muslims.) He responded, “Don’t lump it together. Come back and show me the numbers by VPs, EDs [executive directors], MDs [managing directors], and #hiring and #retention.” They did. Women? Excellent. Hispanic? Excellent. LGBT? Excellent. Asian American? Excellent. Black? Average. Worse still, the #bank had been #recruiting at Historically Black Colleges and Universities (HBCUs) for years. “I said, ‘That’s not #jpmorgan. We don’t want to be average.’” It was a turning point for the bank, which set up a separate effort focused on Black employees that was further necessitated when two he brought to the bank departed. The first jumped ship when he was passed for #promotion from ED to MD for the third time. The other was a managing director who was skipped over for a promotion in middle markets—but later rehired. Concerning the first, Dimon sent queries as to why the ED hadn’t been elevated to MD and was told he didn’t have the platform. “I said, ‘What the hell does that mean?’” It meant the ED’s role wasn’t big enough—meaning, he didn’t have enough direct reports—to warrant the higher position. “I’d never heard the word ‘platform’ used except when we were promoting a Black person,” Dimon said. It lit a spark. For all the roughly 500 EDs at the bank, he requested that the company track whether they had a platform and were on track for a promotion, according to their boss and their boss’s boss. Being clear, he caveated that he’s not mandating that managers promote Black EDs. “That’s not what I’m doing. [Rather], are we honest? Do we talk about it? And if they don’t have a platform, we’ve gotta tell them.” Today, the bank tracks how all employees are moving up and through the company and who and how they’re bringing candidates into the firm externally. https://lnkd.in/d6ArBhSE

Some favorite lines from Jamie Diamond at the World Economic Fourm. “JPMorgan’s #dei approach mimics that of any other line of business, requiring that its leads are fanatic about the details, facts, and analysis. Your heart can be in the right place, but if you don’t really think about the execution stuff, you’re gonna fail.” He noted JPMorgan’s HR department bragging some years ago about the firm’s #diversity progress, but fusing all #underrepresented groups. (Think: #women, #blacks, #lgbtq, #muslims.) He responded, “Don’t lump it together. Come back and show me the numbers by VPs, EDs [executive directors], MDs [managing directors], and #hiring and #retention.” They did. Women? Excellent. Hispanic? Excellent. LGBT? Excellent. Asian American? Excellent. Black? Average. Worse still, the #bank had been #recruiting at Historically Black Colleges and Universities (HBCUs) for years. “I said, ‘That’s not #jpmorgan. We don’t want to be average.’” It was a turning point for the bank, which set up a separate effort focused on Black employees that was further necessitated when two he brought to the bank departed. The first jumped ship when he was passed for #promotion from ED to MD for the third time. The other was a managing director who was skipped over for a promotion in middle markets—but later rehired. Concerning the first, Dimon sent queries as to why the ED hadn’t been elevated to MD and was told he didn’t have the platform. “I said, ‘What the hell does that mean?’” It meant the ED’s role wasn’t big enough—meaning, he didn’t have enough direct reports—to warrant the higher position. “I’d never heard the word ‘platform’ used except when we were promoting a Black person,” Dimon said. It lit a spark. For all the roughly 500 EDs at the bank, he requested that the company track whether they had a platform and were on track for a promotion, according to their boss and their boss’s boss. Being clear, he caveated that he’s not mandating that managers promote Black EDs. “That’s not what I’m doing. [Rather], are we honest? Do we talk about it? And if they don’t have a platform, we’ve gotta tell them.” Today, the bank tracks how all employees are moving up and through the company and who and how they’re bringing candidates into the firm externally. https://lnkd.in/dQbwNeRu

This is leadership

“JPMorgan’s #dei approach mimics that of any other line of business, requiring that its leads are fanatic about the details, facts, and analysis. Your heart can be in the right place, but if you don’t really think about the execution stuff, you’re gonna fail.” He noted JPMorgan’s HR department bragging some years ago about the firm’s #diversity progress, but fusing all #underrepresented groups. (Think: #women, #blacks, #lgbtq, #muslims.) He responded, “Don’t lump it together. Come back and show me the numbers by VPs, EDs [executive directors], MDs [managing directors], and #hiring and #retention.” They did. Women? Excellent. Hispanic? Excellent. LGBT? Excellent. Asian American? Excellent. Black? Average. Worse still, the #bank had been #recruiting at Historically Black Colleges and Universities (HBCUs) for years. “I said, ‘That’s not #jpmorgan. We don’t want to be average.’” It was a turning point for the bank, which set up a separate effort focused on Black employees that was further necessitated when two he brought to the bank departed. The first jumped ship when he was passed for #promotion from ED to MD for the third time. The other was a managing director who was skipped over for a promotion in middle markets—but later rehired. Concerning the first, Dimon sent queries as to why the ED hadn’t been elevated to MD and was told he didn’t have the platform. “I said, ‘What the hell does that mean?’” It meant the ED’s role wasn’t big enough—meaning, he didn’t have enough direct reports—to warrant the higher position. “I’d never heard the word ‘platform’ used except when we were promoting a Black person,” Dimon said. It lit a spark. For all the roughly 500 EDs at the bank, he requested that the company track whether they had a platform and were on track for a promotion, according to their boss and their boss’s boss. Being clear, he caveated that he’s not mandating that managers promote Black EDs. “That’s not what I’m doing. [Rather], are we honest? Do we talk about it? And if they don’t have a platform, we’ve gotta tell them.” Today, the bank tracks how all employees are moving up and through the company and who and how they’re bringing candidates into the firm externally.

Diversity and inclusion makes business sense! And this is not me saying but the CEO of the biggest bank, Jamie Dimon of JP Morgan. “Reaching more communities, for example, means growing the customer base. Casting a wider net to find talent means you're finding the best people. Helping entrepreneurs succeed is a way of creating more business for the bank down the line.” Of course we should be inclusive purely for ethical reasons. But it doesn’t hurt to have practical reasons as well. #dei #inclusion #FutureOfWork #ResponsibleBusiness https://lnkd.in/ekf_uBDR

Congratulations to Colleen Baldwin of ScotiaBank on her work towards adding "A" to the #DEI conversation, or what we call at Optimal Peformance, I.D.E.A #Inclusion #Diversity #Equity #accessibility #ColleenBaldwin Colleen Baldwin Excerpt from IMPACT How Colleen Baldwin is removing barriers and building an inclusive work environment at Scotiabank December 7, 2022 "Colleen adds, “I’ve always known design matters — accessibility issues, diversity, inclusion — we’re really affecting everyone with what we do. Every little thing has value. We’re always reimagining the future and looking to create great experiences. This is a very rich environment to be in.”  Here is hoping the #RacialEqualityAudits by #WeirFoulds are broadened to include #EmployeesWithDisabilities #CustomersWithDisabilities which is where Optimal Performance Consultants brings IDEA to the table. Learn more on our landing page in LinkedIn and by contacting Jane and her team J.Sleeth@OptimalPerformance.ca or Lisa MacVicar.

Listen in as FHLBank Boston team members discuss how diversity, equity, and inclusion are woven into our day-to-day business and interactions and how we are dedicated to establishing a culture where everyone feels valued and included. #diversity #inclusion #equity #belonging https://lnkd.in/eikvWsBV

📅 Don't miss out on our upcoming webinar! "Managing Diversity & Inclusion in the Financial Services Industry" is just around the corner on Thursday! In today's workplace, addressing discrimination and fostering inclusivity is more important than ever. Join us to gain valuable insights and strategies to bridge this gap effectively. Secure your spot today and make a positive impact in your organization. Register now! https://loom.ly/PE5qv48 #DiversityAndInclusion #FinancialServices #Webinar #InclusiveWorkplace