Diversity and Inclusion at Wells Fargo
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.
A focus on diversity and inclusion www.youtube.com
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.
Encouraging diversity among team members www.youtube.com
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."
Seeking diversity in the marketplace www.youtube.com
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.
Increasing diversity among homebuyers www.youtube.com
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."
Branwyn Baughman, recruiter at Lockheed Martin, shares an exclusive take on the most important tips to keep in mind when preparing for an interview.
Take a look at the company's application process, culture, and values, as well as some top-notch tips that Branwyn outlines on how you can make your application stand out.
To learn more about Lockheed Martin and their open roles, click here.
6 Tips for Companies & 5 Tips for Individuals from Indeed's Group VP of ESG, LaFawn Davis
Earlier this month, LaFawn Davis, Indeed's Group Vice President of Environmental, Social, & Governance, joined us as part of our Diversity Reboot Summit to talk about the 'shecession' experienced by many women, and especially women of color, as a result of COVID-19.
LaFawn shared some great tips for companies and individuals looking to be part of "the great rehiring." If you're looking to find a new role, or to ensure that you help bring back diverse talent displaced by COVID, check out her advice below, and catch her complete talk here or by clicking the video above!
Q: What would your advice be to companies that are looking to step up their diverse hiring in 2021?
My advice: Good intentions are no longer good enough. Nobody wants to hear what you meant to do, wish you could have do, intended to do. Nobody wants to hear that you can't find Black Women or any other dimension of diversity. We're obviously out here.
My squad and I have a saying "Impact over intentions." So, if 2020 was the year of good diversity and inclusion intentions, let's make 2021 the year of actions and impact.
So, now that we got that out of the way. If you're looking to step up your diverse hiring. Stop and get your house in order. Because you shouldn't just want to hire a diverse workforce, you should want to grow and keep them too. So there are 5 things, ready?
1. Focus on long-term systemic change.
There's a lot of momentum — and need — for change right now. It's not just about a message of support or donating to a cause one time. Take a look at your own systems. How do you hire and grow employees? Do your succession planning, talent reviews, recruiting and other processes have built-in biases? Is equality part of your core values? Are you actively working toward change? Recognize that talent is equally distributed, but opportunity is not. Above all, hold yourself accountable for the way things are, then work to improve.
2. Take a close look at your data.
Share it internally to be transparent with employees of where you are now. When possible, share it externally to be visible and accountable (I'm happy to announce that Indeed will be releasing its own diversity data this summer). Use it as a baseline for comparison against what you hope to achieve.
3. Change behavior.
Focus on behavioral changes throughout the company with an emphasis on coaching, training, and having crucial conversations with managers. Leaders and managers set an example for the entire workforce. If employees see the behavior of managers or leaders in a negative light, a true sense of belonging is difficult to achieve.
4. Representation matters.
If leadership roles are perceived as exclusive to many members of the workforce, then a broader sense of belonging will continue to elude many employees. People in leadership roles should reflect the diversity of a company's workforce. Observing someone "like me" in a leadership role helps attract and retain talent and motivates workers to pursue roles with greater responsibility.
5. Create Policies And Procedures Reflective Of The Entire Workforce.
As you work through new or existing policies and procedures, be aware of barriers experienced by different populations. Take, for example, the case of caregivers. More scheduling flexibility for calls can go a long way for employees who share their home workspace with others and must tend to family responsibilities while working remotely.
Q: Do you have advice for individuals that are looking for new career opportunities, especially women of color who might have lost their previous jobs during the pandemic?
Adaptability has always been an important part of an individual's career progression - even before COVID-19, it is especially important now.
It is important to show a potential new employer how your abilities adapt to a new role or a new industry. Focus on skills more than just experiences because skills can be applied in so many different ways. So… I'll give you 6 things for this one.
1. Perform a professional audit. Taking some time to understand your qualities, qualifications and values can help focus your career transition and narrow down your career path options if you haven't already. Doing so can also help you understand how you might position yourself during the job search.
2. Identify your hard and soft skills. Soft skills are often the most transferable, so identifying them early can help you understand the ways you might bring value to a new role or industry. Taking inventory of your hard skills will help you identify if there are certain industries that might be easier to transition into.
3. Highlight your biggest career wins. Communicating the impact you've made throughout your career can help employers quickly understand the value you'll bring to their organization, even if you come from another role or industry.
4. Utilize online job search to your advantage. Pay close attention to the requirements and duties of jobs so you can evaluate whether the career would align with your skills, interests and values.
5. You just need to meet "most" of the qualifications. Try to focus on positions for which you meet at least 60% of the qualifications with your transferable skills. Meeting 60% of the qualifications isn't a hard rule, but it's a good general guideline to help you determine whether it's worth applying for.
6. Get a sense of the company. Before interviews, do some research to learn how inclusive a company is. Peruse the organization's core values, its social media accounts, and any recent statements in support of marginalized groups. Pay attention to the interviewers themselves. Is the panel diverse or are you likely to be an early "diversity hire"? If the interviewers seem to be emphasizing "cultural fit," ask what that means. Basically, be an active participant in the hiring process. You are also interviewing the company, as much as they are interviewing you.
Stephanie Acker, director of inside sales at Commvault, gave us a behind-the-scenes look at the company's application process, culture, and values, as well as her own career journey.
To kick things off, Stephanie mentioned the three things that make a great inside sales professional: an independent work ethic, the ability to learn and execute on their own, and an awareness of what keeps them motivated.
Over her 12-year career at Commvault, Stephanie's greatest motivation has been helping customers to find solutions and catapult them to success. In both her past role as a sales representative and her current director position, Stephanie remains committed to ensuring her team understands what motivates them to sell and setting them up for success.
The biggest surprise during her career at Commvault was becoming the director of inside sales. Stephanie shared that she loves working for a company that listens to new ideas, thinks outside of the box, and tries new things.
Don't miss her take on what moves a candidate forward in the interview process! For example, Stephanie loves when the interviewee gets into "the zone"—showing their selling technique. She also shares her favorite interview questions.
As Stephanie says, stop thinking and apply today!
To learn more about Commvault and their open roles, click here.
When you think about strong female leadership, what comes to mind? For Tatiana L., a global client partner in Miami, it's about more than having an executive seat, being a mother, or making dreams come true. "Good leadership is about being open, flexible, and able to understand different perspectives," she says. "It's about fostering collaboration, bringing people together, and empowering them to connect."
Tatiana L. is a global client partner based in Miami.
Tatiana is part of the Women@ Facebook Resource Group and helped plan Women's Leadership Day, an annual global community summit. While the highly-anticipated event takes place over just one day, its massive impact is felt over the course of the entire year.
Amy W. is an operations lead based in London.
"Women's Leadership Day is more than an event. It's energy, and it's a movement," Amy W., an operations lead in London, says. "Moments like this can completely change the perception of women in technology."
From choosing the content and programming for the event to making it accessible for women around the globe, we went behind the scenes with seven members of the Women@ Facebook Resource Group to learn more about how women are empowered—and are empowering one another— in their career journeys at the Facebook company.
Behind the scenes with Women@
Amanda M., an internal recruiting manager based in Singapore, speaking onstage at 2019 Women@ Leadership Day in APAC.
"I've always been passionate about empowering women, but I didn't know how I could do it at work. My first Women@ experience changed how I felt at Facebook," Amanda M., an internal recruiting manager in Singapore, remembers. "From then on, I wanted to help other women feel heard, valued, and confident."
Planning the global event, which brings together women from more than 20 countries, calls for close collaboration across multiple teams, regions, and timezones. Members of Women@ also partner with other Facebook Resource Groups, such as the Pride@ Resource Group, Latin@ Facebook Resource Group, Desis@ Facebook Resource Group and Black@ Resource Group, to ensure all women at Facebook are represented and feel included.
Vivian V. is a program manager based in the San Francisco Bay Area.
"Across regions and communities, we each bring unique differences and powerful stories. When one of us moves forward, we have the opportunity to bring all of us forward," Vivian V., a program manager in the San Francisco Bay Area explains. "While planning the summit, we meet weekly to talk about what women in different regions are experiencing. From the event theme and content to planning speaker sessions and fine-tuning details, we each have items to own. Two months before the summit, we meet daily to share updates and make sure nothing slips through the cracks."
"Just like me, women in APAC look forward to Women's Leadership Day all year long," Amanda says. Planning something that's deeply meaningful to so many people can feel like a lot of pressure, but at the same time, it's uplifting. I appreciate that we have the opportunity to talk about our individual and shared challenges, and we map out ways we can build community while empowering leadership for women across the globe."
Empowering confidence, equality, and leadership through storytelling
Paris Z., a vertical strategy lead in Singapore, and Amanda M. collaborate with women across the globe to plan Women@ programming and events.
Women's Leadership Day encourages women to talk about challenges like experiencing imposter syndrome, breaking through barriers, and how to manage work/life flexibility. "Storytelling is a huge part of the event," Paris Z., a vertical strategy lead in Singapore, explains.
Vivian says, "I've been at Facebook for nearly two years and help plan these events, and honestly, I never really understood imposter syndrome before I got here. Working with the Women@ community and hearing from our speakers—who are talented, brilliant superstars—I've seen firsthand how it affects them too."
Michelle C. is a client partner based in London.
Michelle C., a client partner in London, says that the summit's speaker sessions, which feature people from inside and outside of Facebook, are a highlight of every event. "We had a speaker from Tel Aviv who talked about the importance of balance in her personal life and how she co-parents with her husband. She shared specific things she's done, like adding her husband to the WhatsApp chat groups for mothers she's in and reminding her daughter's school that her husband is also available when their child feels sick. Her message was that we'll never be equal in the workplace until we're equal at home, and it really struck a chord."
Paris says that in APAC, Eva Chen's talk about facing challenges amidst the coronavirus pandemic and how she's raising her daughter was a top-rated session because it was so relatable. "From talking about her daughter's love for dinosaurs—a "boy" thing—and raising kids to fully be themselves to opening up about what it was like to grow up with immigrant parents from China and Vietnam, Eva inspired us with her authenticity and openness. Her struggle to feel supported while working in fashion and tech, rather than medicine, is something a lot of people in APAC understand."
"Every woman has a unique story," Michelle says. "Hearing from others is inspiring, validating, and truly eye-opening. It reminds us that we're not alone."
A memorable and lasting impact
It's no surprise that with the tremendous amount of planning and careful consideration that goes into the summit, its full impact is impossible to measure.
"It meant so much to me when people shared such positive feedback about Women's Leadership Day," Paris says. "We heard that some attendees felt inspired for days and weeks."
Kira G. is an agency partner based in Berlin.
Kira G., an agency partner in Berlin, has witnessed how the summit's programming can inspire action, even helping people push past a career plateau. "We might reach a point in our careers when we think, "I can't do this anymore, I'm not moving forward'," she says. "Women's Leadership Day gives us fresh perspectives, shows us new approaches, and starts important conversations. This can unlock new paths for growth and help us move forward."
Impact is felt in other Facebook groups, communities, and across teams too, inspiring interest and allyship. Amanda explains, "I felt so proud when a male VP from the Sales team came to us after hearing about what people talked about at Women's Leadership Day. He told us he wanted to learn more because it's everyone's responsibility to be an ally."
Empowering the community throughout the year
While Amanda describes Women's Leadership Day as a "bump in energy and inspiration" and "an injection of adrenaline", Vivian says that the real magic is what happens afterwards—and takes place all year long.
"When we think about Women's Leadership Day, our focus is on making sure that the powerful messages we hear and experience serve us throughout the entire year. We ask ourselves questions like, "How can we sprinkle these themes into our programming throughout the month or quarter? How do these ideas fit with our Women@ initiatives?" Going through something awesome together is just the beginning. Our work takes place year-round and we're constantly building on it to do more."
Paris agrees: "There's no shortage of amazing stories from our Women@ community throughout the year. Women's Leadership Day is just one channel for those stories, and I love how it stays top of mind with people and empowers them to do more good. When we come together, we can do anything we dream of."
"We're building a sisterhood and a community," Tatiana beams. "It feels so good to know there's always someone there to support you."
Learn more about Facebook's Employee Resource Groups, including Women@ here.