Wells Fargo senior leaders and team members look at how the company has created a more diverse and inclusive environment over the past five years.
Below is an article originally written by Kathleen Llewellyn and Jessica Pacek at PowerToFly Partner Wells Fargo, and published on June 27, 2017. Go to Wells Fargo's page on PowerToFly to see their open positions and learn more.
'Wells Fargo is my safe zone'
When Sultana Altaf is at an airport, she's aware that people look at her differently, and it makes her uncomfortable. But when she visits Wells Fargo offices around the U.S. for her job as a compliance consultant for the company, she feels comfortable.
"I wear a head scarf and look different," said Altaf, who is an Afghan American and Muslim. "In comparison to how I'm approached in the outside world, Wells Fargo is my safe zone. It's people's reactions, the culture, and managers who look at you as a professional."
Altaf, who works in Corporate Risk for Wells Fargo, felt strongly enough about Wells Fargo's diverse and inclusive environment that she drove two hours from her home in San Diego to Pasadena, California, to speak to CEO Tim Sloan and other senior leaders at a companywide town hall meeting in May.
"We promote diversity and inclusion in the company, and I want to share that I'm a live example of that," Altaf said during the meeting. "I feel included in this company. I feel like I have a voice in this company."
A focus on diversity and inclusion
Wells Fargo has made significant strides in enhancing its diverse and inclusive environment, especially over the past five years, said Jimmie Paschall, head of Enterprise Diversity and Inclusion & Strategic Philanthropy.
"When we think about Wells Fargo's impact, it's not just about how many checking accounts there are and how much business we have," Paschall said. "It's about how the people we're interacting with feel. We want everyone to feel included and feel appreciated. And if we do that, we'll be truly successful at Wells Fargo."
In May, Wells Fargo was named the No. 9 company for diversity and inclusion by DiversityInc magazine. This is the first year the company has been ranked in the top 10 after being a part of the top 50 list since 2001. Wells Fargo was recognized specifically for its diverse board of directors, female team members who are promoted into management, mentoring participation, and commitment to recruiting and retaining veterans, the magazine reported.
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Jimmie Paschall, Wells Fargo's head of Enterprise Diversity and Inclusion & Strategic Philanthropy, explains the company's continuing work to foster a diverse and inclusive workplace. (1 minute)
In 2012, when Paschall joined Wells Fargo, the company was ranked No. 33 on DiversityInc's list.
"When I joined Wells Fargo five years ago, I had been on the road, and I came back to these gifts from team members across the organization who were engaged in diversity and inclusion," Paschall said. "It made me understand that there was tremendous energy and passion in the organization around diversity and inclusion."
She said she realized there was an opportunity to streamline that passion across the company and create a strategy to ensure that Wells Fargo values and promotes diversity and inclusion in every aspect of business and at every level of the organization. Paschall's team then held a diversity summit with 80 stakeholders, who worked on creating the new strategy that focused on three areas: team members, the marketplace, and advocacy.
"People owned it because they participated in developing it," Paschall said.
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Cara Peck, head of Enterprise Human Resources Solutions, explains that the key to the company's inclusive culture lies in the communication between managers and team members. (1 minute)
Encouraging diversity among team members
Increasing diversity and inclusion among team members at Wells Fargo has involved supporting, recruiting, developing, engaging, and retaining team members from all backgrounds. Today, 42 percent of Wells Fargo's U.S. team member population is racially and ethnically diverse, and 56 percent of all team members across the world are women
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Diversity and inclusion is a critical factor in recruiting and retaining talent for the Wells Fargo team. (1 minute)
Team members are able to join team member networks to connect with others who have similar backgrounds, experiences, or affinities. Wells Fargo has 10 different team member networks — including the Veterans' Team Member Network, the Women's Team Member Network, and the PRIDE Team Member Network — with 59,000 U.S. members and 800 international members. Team members can also pledge to be an ally of any of the team member networks, recognizing these groups' experiences and supporting them.
"Being part of a Team Member Network has helped me and other team members grow personally and professionally at Wells Fargo," said Chris Arnst, a learning and development senior consultant and member of Wells Fargo's PRIDE Team Member Network. "We come together from various job functions and business groups, and friendships form as we share our life journeys. We have much to learn from each other in terms of our career development, as well as how to be more supportive of each other and inclusive across the diversity spectrum."
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Team Member Networks are a powerful resource for team members and recruiters at Wells Fargo. (30 seconds)
Seeking diversity in the marketplace
Focusing on diversity and inclusion in the marketplace has involved identifying new and improving existing relationships with vendors that are certified minority, women, LGBT, veteran, disabled, and small business enterprises. Wells Fargo has committed to spend 15 percent of procurement dollars with certified diverse suppliers by 2020.
"We show our commitment to these organizations by ensuring that we include them in our procurement opportunities, that we introduce them to our line of business leaders, and we work with them on strategic growth projects across the company," said Regina Heyward, head of Supplier Diversity. "We're very excited about these relationships. In 2016, we spent about $1.1 billion with diverse suppliers, and we've grown our relationships with diverse-owned businesses since 2014."
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Supplier diversity is an integral part of Wells Fargo's overall diversity strategy. (1 minute)
Increasing diversity among homebuyers
Advocating for diversity and inclusion involves supporting regulatory, external relationships, and reputational efforts in the workplace and in communities. One of the ways Wells Fargo has implemented this is through mortgage lending. For the past six years, Wells Fargo has been the nation's leading residential mortgage lender to racially and ethnically diverse homebuyers, according to data in the Home Mortgage Disclosure Act.
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Wells Fargo has several initiatives underway to increase diversity among homeowners. (1 minute)
Recognizing team members
As a company, Wells Fargo has committed to a strategy to create a more diverse and inclusive environment, but Paschall attributes much of the improvement over the past five years to team members' passion and energy.
Team members like Arnst and Cheryl Zimm have been recognized as Diversity and Inclusion Champion Award recipients at Wells Fargo. Arnst was recognized for designing and implementing a mentoring program for Wells Fargo's PRIDE Team Member Network. The mentoring program encourages team members to share their life and professional experiences with each other, Arnst said.
Chris Arnst with Matt Rydeen, his mentoring partner from the PRIDE Team Member Network.
"People are looking to the program because they want a unique experience of relating to each other through their identities as LGBT or an ally to the LGBT community," Arnst said. "They want to be able to be authentic and hear about someone else's experience."
Zimm, the chapter chairperson of the Minnesota Veterans' Team Member Network, was recognized for providing Wells Fargo's Hands on Banking® program to new military recruits at an Air Force base in Minneapolis. The quarterly class focuses on making sound financial decisions.
"Part of the reason we started this is, in the military, if you have financial problems, you can lose your security clearance, rank, and pay," Zimm said. "It's a big deal in the military. We hope to do this for all members of the military and their families."
It's because of team members like Arnst and Zimm that Paschall believes Wells Fargo will continue to improve as a diverse and inclusive company.
"One of the things I'm most excited about as I look ahead in our journey is to see the number of people that have been inspired to engage in diversity and inclusion at Wells Fargo," Paschall said. "We see energy and a passion for making Wells Fargo an inclusive culture that wasn't as vibrant five years ago as it is now. We really have inspired people to see that they need to be part of the change that they want to see at Wells Fargo, and they're starting to show up. And it's fantastic."
Altaf agreed. "I've had team members pick up the phone and check in on me when things are happening around the world, and I've had peers volunteer to travel with me to make me feel safe," she said. "I've not had a negative experience in my 14 years at Wells Fargo. I've experienced the exact opposite. That is what made me speak so passionately to Mr. Sloan. That is Wells Fargo's culture."
💎Want to implement change in your team or organization? Watch the video to the end to do it successfully.
📼 To implement change you need to follow certain steps. Play this video to get three top tips on how to do it the best possible way. You'll hear from Kyle Lisboa, Support Operations Manager at Esri, who shares her experience with you!
📼Why implement change? Tip #1: Identify the reason. Think about the business reason for the change. If you understand why change is needed, it helps you explain it to others. Avoid making change for change's sake and implement solutions that solve problems.
📼Plan to implement change! Tip #2: Develop a plan. Create a detailed plan to help implement the change. If you create steps and timelines, this will guide the process. It also helps others understand how you are progressing towards the implementation and what the next steps are.
To Implement Change You Need Others - Tip #3: Seek Feedback
Gather feedback from those affected before, during, and after any changes are implemented. Allowing others to provide their feedback helps to create an inclusive atmosphere where everyone feels part of the solution.
📨 Are you interested in joining Esri? They have open positions! To learn more, click here.
Get to Know Kyle Lisboa
Kyle is an experienced Strategic Operations Manager with a demonstrated history of working in the computer software industry. She’s skilled in Arcgis Products, Databases, Management, Geography, and Cartography. If you are interested in a career at Esri, you can connect with her on LinkedIn. Don’t forget to mention this video!
More About Esri
At Esri, they build cutting-edge geographic information system (GIS) technology that customers use to solve the world’s most complex challenges: slowing climate change, stamping out disease, designing a better city, fighting crime, and much more. Their ArcGIS software is helping communities around the globe respond to the COVID-19 pandemic by monitoring the surge, managing testing sites, aiding essential workers in finding childcare, mapping food and essentials, and keeping residents informed and safe.
Nearly 80% of workers want to work for a company that values diversity, equity, and inclusion, per a CNBC survey.
But how do prospective employees — and, for that matter, current ones — know whether an organization takes diversity, equity, inclusion, and belonging (DEIB) seriously?
Metrics can help.
What are DEI metrics?
Diversity, equity, inclusion, and belonging metrics are measurements of how a company is doing against its stated DEIB goals. They help track progress, light up problems, synthesize momentum over time, prioritize investment, and allow a company and its employees to have accountability over DEIB intentions.
How can DEI metrics help my overall DEI strategy?
Creating a DEIB strategy is the first step in making your workplace more equitable. But having DEI metrics is a vital second step in ensuring that progress happens.
DEI metrics help a company actualize their strategy, live out their values, meet employee expectations, and make the workplace more fair for all employees.
10 examples of DEI metrics
1. Hiring: the diversity of your candidate pipeline.
How diverse is your applicant pool? Have your candidates self-identify and track what representation looks like in your candidate system.
2. Representation: the demographics of your current employees.
Many companies put pressure on their new hires to make up for gaps in their existing employee population — so make sure you’re benchmarking against data on what your current workforce is made up of.
3. Representation: the demographics of your leadership team.
People need to see that there is a path for success for people who look like them at your organization. What does the makeup of your board look like? Your directors? Your managers? And what does the promotion pipeline look like into those roles?
4. Representation: the demographics of your suppliers.
The money that you spend can significantly impact communities around you — so you should be measuring whether you’re doing that in a way that challenges bias and champions equitable treatment.
5. HR systems: pay equity.
Do all employees, regardless of gender or race, make the same amount of money if they’re doing the same job? If not, what’s your gender / race pay gap and how quickly are you closing it?
6. Employee experience: HR issues.
It’s important to track wins when it comes to DEIB, but it’s also vital to track times when your organization falls short. How many HR / People issues related to DEIB, including allegations of unfair treatment or bias, has your organization dealt with in the past year? What was the result of them? How quickly did issues get resolved? These metrics are key to know.
7. Employee experience: satisfaction with DEI progress.
When you send out employee satisfaction surveys, make sure you include questions on how employees perceive your current progress on DEI goals. They’re the ones most impacted by your strategy — and their opinion matters.
8. Employee engagement: participation in communication platforms.
How often do employees participate in Slack? What about by-channel participation? Looking at data on who talks to who and when can help highlight issues with inclusion or culture. Some companies are using AI-enabled text analysis tools to look for signs of frustration or for problematic language.
9. Employee participation: ERG membership.
Employee resource groups can be hugely helpful in creating community around different identities, interests, and demographics. They can also provide guidance on how to actualize your organization’s DEIB goals. (Which is part of the reason you should pay ERG leaders for their efforts, but that’s a topic for a different blog.)
10. Brand reputation: customer perception.
We’ve talked about key groups for whom DEIB metrics matter — prospective employees, current employees, leadership — but they matter to your customers, too. Whether you add a DEIB component to your existing NPS process, conduct 1:1 customer interviews, or get feedback some other way, it’s important to see whether your customer base is seeing progress on your DEIB goals, too.
Have you ever been so exhausted that you quit your job?
You may have been experiencing burnout.
Burnout is characterized by overwhelming exhaustion, detachment from your work, and a sense of ineffectiveness.
And while anyone can experience burnout, if you have ADHD, you may be more susceptible to it.
Before you get to the point where quitting feels like your only option, there are steps you can take to set healthy boundaries and start feeling more like yourself again. Read on to learn how you can recognize burnout in yourself, and what to do if you’re experiencing it!
How Does ADHD Burnout Feel?
There are some clear signs that you’re burning out, but ADHD can make the descent to burnout harder to detect. These warning signs include:
- Lack of motivation - not wanting to do the things you need to do or the things you love.
- Exhaustion - feeling overly tired both mentally and physically.
- Irritability and mental fatigue - feeling short-tempered, mean, or like you snap easily.
- Physical discomfort - body aches, low energy levels, and general pain.
- Negative outlook - the tendency to find something wrong with nearly everything.
- Emotional dysregulation - feeling weepy, sad, or unable to smile or connect with others.
Generally, burnout starts with taking on too much. Exhaustion creeps in, and you feel like every day is working against you because you are constantly overwhelmed. You may start to feel like the entire world is spinning out of control, or like no matter what you do you can’t keep up (or catch up).
If this resonates with you, you might be on the road to ADHD burnout.
Why People with ADHD Can Be More Susceptible to Burnout
So why does ADHD make some folks more susceptible to burnout? There are a few common ADHD traits that often result in behaviors correlated with burnout (taking on too much, working too long, etc.):
- Hyperfocus - ADHD is not exclusively about attention deficits. In fact, hyperfocus is the opposite – a deep, intense concentration to the point of being oblivious to your surroundings. Per WebMD, hyperfocus is a state of highly-focused attention that lasts for an extended period of time. You concentrate on something so hard that you lose track of everything else going on around you. When hyperfocus sets in at work, it can be hard to unplug or be aware of the people and environment around you.
- Time Tracking - Losing track of time is one thing, but if you find yourself losing track of hours without realizing it, that could be related to burnout. People with ADHD perceive time not as a sequence of events the way others usually do, but as a diffuse collection of events viscerally connected to the people, activities, and emotions that fill them.
- Difficulty Prioritizing - Do you take on too much and then struggle to prioritize it? When someone asks for help, does everything often go to the wayside so you can jump in? Or maybe the daunting anticipation of the tasks ahead prevents you from starting. Per ADDitude, ADHD impacts your temporal processing abilities, which can affect executive functioning.
Combating ADHD Burnout
If you think you may be suffering from ADHD burnout, there are a few ways to take back control. Here are three tips for combating ADHD burnout:
Reserve Your Yeses - Pump the brakes when you recognize the early signs of ADHD burnout. Start reserving your yeses right away. Say no, and practice not apologizing. It is okay to say, "I have a lot on my plate right now and cannot take that on. Thanks for thinking of me." Saying no is nothing to apologize for, and it should be celebrated! You are working to protect your energy above all else.
Practice Over-Estimating - If you think you could knock something out in a day, give yourself a week. Overestimate on time and allow yourself the grace to have a little more time than usual to complete projects. Slowing down when starting a new job or role will help you produce high-quality work and prevent ADHD burnout.
Drop the Mask - Be honest with your employer and friends. Let them know that although you seem to keep up internally, you struggle. Identifying ADHD burnout from the outside can be extremely difficult. Your honesty and transparency will position you to determine if your environment is supportive and inclusive.
How to Support Colleagues Dealing with ADHD Burnout
The experiences above may not resonate with you personally, but perhaps you’ve noticed other people you work with describe or experience them.
If you’re a manager, there are several ways you can support colleagues with ADHD (as well as neurodivergent employees more generally) to help prevent burnout. Ask for clarity on when they have felt the most supported at work. Discovery questions like, “how did you feel at that time?” or “how was the pace of that project?” can help you to understand their actual capacity.Download this free guide if you’re looking for more ways to support your neurodivergent coworkers. Work with your DEIB and HR team to develop new neurodivergent inclusivity standards to help you stay ahead of the ADHD burnout cycle.
💎Worried about bias in the workplace? Watch the video to the end to find out how to reduce it!
📼Avoiding bias in the workplace requires a lot of effort. Play this video to get three top tips that will help you. You'll hear from Ben Lopez, Talent Acquisition Manager for EMEA at Workiva, who shares advice on how to create a more fair, equitable environment where everyone feels welcome and has a seat at the table.
📼Acknowledging bias in the workplace is the starting point. Tip #1: Recognize Bias. Take the time to recognize your own bias. Both conscious and unconscious. And look out for bias within teams and among peers. Work together to understand how you can all avoid each of those biases that you may encounter.
📼Avoid sneaky bias in the workplace! Tip #2: Rely on a structured process. Whether it's about interviewing, promotions, or performance reviews, relying on a consistent, fair, and objective process will help guard against bias. Document the process to keep both you and your peers accountable. And when it comes to interviewing, work with your peers and other participants to define clear questions and objectives to cover with each candidate.
Reduce Bias In The Workplace By Knowing Different People - Tip #3: Widen Your Network
Don't always engage with the same people. Widen your internal network, and interact with different teams, and different departments. Get to know those with different life experiences, different academic backgrounds, and different work experiences. Understanding those who are different from us allows us to be more empathetic and create an environment where we all feel a sense of belonging.
📨 Are you interested in joining Workiva? They have open positions! To learn more, click here.
Get to Know Ben Lopez
With a robust background in recruitment, Ben is an agile and well-networked talent acquisition leader. He’s been recruiting high-caliber talent around the globe for 15 years, spanning SaaS software, professional services, oil & gas, and healthcare across four continents. If you are interested in a career at Workiva, you can connect with Ben Lopez on LinkedIn. Don’t forget to mention this video!
More About Workiva
Workiva was founded to transform the way people manage and report business data with various collaborators, data sources, documents, and spreadsheets. Today, people all over the world use their platform to seamlessly orchestrate data among their systems and applications for transparent and trusted connected reporting and compliance. At Workiva, they are innovative in everything they do—from how they build their software, to how they serve their customers, to how they treat their employees.