Our inclusive and diverse culture defines who we are. With employees around the world, we know that our differences are what make us a stronger company. We are committed to developing an environment that offers equal opportunities to individuals with distinctive backgrounds and unique perspectives. There is belongingness in inclusion, growth in diversity and fairness in equity.
Gauging our progress
What’s working and where we can improve
Maintaining transparency about where we are and where we have more work to do is an important part of holding ourselves accountable.
In 2021, we made progress in six out of the eight goals year over year. In particular, we made progress on all four goals regarding US employees of color and have nearly achieved our five-year goal for vice presidents (VP) and assistant vice presidents (AVP) in that demographic.
We also saw year-over-year improvement for representation of women globally at the senior vice president and AVP levels, but results were disappointing at the managing director (MD) and VP levels. Our analysis shows this was caused by disappointing hiring results at the VP and MD levels, although our retention and promotion rates remain strong.
We have a heightened awareness of the importance of a diverse talent pipeline and have implemented plans to improve our efforts. Additionally, we recognize the need to deepen diversity requirements and increase managers’ accountability at all levels of the organization.
We are committed to meeting our five-year 2022 diversity goals, leaning into our 10 Actions Against Racism and Inequality. We developed these 10 Actions to confront inequalities and build equity into our workplace and business, paying specific attention to our talent pipeline of Black and Latinx employees and candidates. We are also refining our talent development strategy to align with growing parts of the business.