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.
If you are a tech professional working in fullstack, frontend, backend, data engineering or cyber security and you are interested in attending this event, please email firstname.lastname@example.org to be considered for an invite.
PowerToFly is thrilled to partner with T. Rowe Price to present our first event for skilled professional women in tech in the Baltimore area this June 19th.
The evening will feature a tech talk and panel discussion with several of T. Rowe Price's women tech leaders. There will also be plenty of time to network with members of the T. Rowe Price team and your peers over food and drinks.
The event will be held on Wednesday, June 19th from 6pm to 8pm at 4515 Painters Mill Road, Building #3, Owings Mills, Maryland. Free parking is available.
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