Exclusive event invitations with hiring managers, live chats with female thought leaders and the latest remote, flexible and in office roles at companies committed to creating more diverse and inclusive workplaces.
Below is an article originally written by PowerToFly Partner T. Rowe Price. Go T. Rowe Price's Pageon PowerToFly to see their open positions and learn more.
Diversity and inclusion has been a key priority for T. Rowe Price at the leadership level since 2007, but we needed to drive the priority deeper in the organization.
We created a Diversity & Inclusion Operating Committee. Members are direct reports of business unit leaders and are accountable for ensuring diversity and inclusion results are achieved. Recognizing that each business unit had different needs, we engaged specific business units to fully understand their needs and how we could ultimately help to fill those gaps by positioning diversity and inclusion as a business priority.
Each business unit developed an action plan that focused on addressing specific gaps that have been a challenge to progress business goals. Although action plans were tailored to fit each business unit, all plans needed to align with T. Rowe Price's overall diversity and inclusion strategic plan and included a slate diversity goal of 30% for leadership roles. As a result, a few high level themes were identified across all plans, including:
Development and recruitment of high potential diverse talent
Awareness and communication of diversity and inclusion goals
Manager support through training and development
Plans were reviewed by business leaders and human resources partners to ensure action plans could be executed over an 18-month period. Quarterly reviews have been implemented to monitor progress and measure results. Through the development of plans we operationalized diversity and inclusion in the business and empowered the business to outline specific actions that would drive accountability.
Action plans have been developed across all business units and are currently being executed. The firm has exceeded the 30% slate diversity goal and increased ethnic diversity at the leadership level.
Our commitment to diversity and inclusion goes hand in hand with our desire to attract and retain the best talent and provide the best solutions for our clients. Fulfilling that commitment is a journey, however, not a destination. The CEO Action for Inclusion pledge unifies major companies in their efforts to raise awareness on such an important issue, and helps foster an environment of greater accountability.
- William J. Stromberg, President and Chief Executive Officer, T. Rowe Price
With Instagram Feeds From Your Favorite Style Influencers
Is anyone else holding their breath for summer to arrive? I know I can't wait to dust off my summer wardrobe.
As the seasons change, we have an opportunity to switch things up and have some fun liberating our personal style! But business casual for women in the summer can get confusing. Men can rely on the standard khakis plus polo shirt summer work vibe, but for women it's not so straightforward. Even less so when you need an outfit that works just as well during a sweaty morning commute as it does in a freezing office with the thermostat set way too low.
So how can you create a summer look that's breathable, comfortable, professional, and modern? I'm here to help you navigate those questionable waters!
We want to learn from the experiences of women working in the industry - and the perspectives of women working outside it - to help finance leaders make real strides towards gender parity at all levels.
Have 5 minutes to help? Share your opinions in the anonymous survey below. (You can access it here if it doesn't load.)