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Everyone
Means Everyone
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Change doesn’t happen overnight, but we know from experience it’s a journey worth taking. Building a more equitable and inclusive organization is an ongoing process, and we’re committed to getting it right.
To have progress and innovation in a company, employees must feel psychologically safe to share their ideas and bring their authentic self to work.
Yulinda Ma, Senior Regulatory Counsel and Asian Employee Resource Group Founder
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BRING YOUR WHOLE SELF TO WORK
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Be who you authentically are. Not just one day or month of the year, but every day.
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Every Voice Matters
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Employee Resource Groups elevate the voices of underrepresented populations at ÃÛѨÊÓƵ.
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Be as out as You want to be
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An important DE&I milestone: Creating an LGBTQ+ benefits guide.
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Proud to be a Best place to Work
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Together with our employees, we’re changing corporate culture for the better.
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OUR APPROACH TO INCLUSIVE HIRING
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How we’re working to increase representation by mitigating bias in our hiring process.
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- Our approach
- Every Voice
- Be out
- Proud to be
- Our approach
90/100
2023-2024 CORPORATE EQUALITY INDEX
As measured by the Human Rights Campaign Foundation
INVESTING IN INCLUSION
Visibility is accountability. We are committed to growing representation at all levels.
- 2021
- 2022
- 2023
Global
43% Female
2% Identify as having a disability
1% are veterans
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Executive Leadership
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82.4% Male
Senior Management
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63.8% Male
Other Employees
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54.8% Male
Global
14% Asian
6% Black/African American
6% Hispanic or Latino
2% Other1
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Executive Leadership
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Senior Management
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Other Employees
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• White
• Black / African
American
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• Asian
• Hispanic or Latino
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• Other1
• Not Specified
1 We define underrepresented communities as Women, Military Veterans, LGBTQ+, People with a Disability, Black/African American, Asian, Hispanic/Latino, Native American/Alaskan/Hawaiian, Pacific Islander, and two or more races/ethnicities.
2 Other Race or Ethnicity refers to individuals who identify as Native American/Alaskan/Hawaiian, Pacific Islander and two or more races/ethnicities.
3 This data is based on the voluntary self-identification of ÃÛѨÊÓƵ employees.
Global
42% Female
3% Identify as having a disability
2% are veterans
1% LGBTQ+
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Executive Leadership
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66.7% Male
Senior Management
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65.0% Male
Other Employees
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56.4% Male
Global
12% Asian
5% Black/African American
7% Hispanic or Latino
2% Other1
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Executive Leadership
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Senior Management
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Other Employees
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• White
• Black/African
American
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• Asian
• Hispanic/Latino
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• Other1
• Not Specified
1 We define underrepresented communities as Women, Military Veterans, LGBTQ+, People with a Disability, Black/African American, Asian, Hispanic/Latino, Native American/Alaskan/Hawaiian, Pacific Islander, and two or more races/ethnicities.
2 Other Race or Ethnicity refers to individuals who identify as Native American/Alaskan/Hawaiian, Pacific Islander and two or more races/ethnicities.
3 This data is based on the voluntary self-identification of ÃÛѨÊÓƵ employees.
Global
41% Female
3% Identify as having a disability
2% are veterans
2% LGBTQ+
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Executive Leadership
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76.2% Male
Senior Management
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61.6% Male
Other Employees
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58.8% Male
Global
14% Asian
5% Black/African American
7% Hispanic or Latino
1% Other1
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Executive Leadership
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Senior Management
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Other Employees
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• White
• Black/African
American
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• Asian
• Hispanic/Latino
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• Other1
• Not Specified
1 We define underrepresented communities as Women, Military Veterans, LGBTQ+, People with a Disability, Black/African American, Asian, Hispanic/Latino, Native American/Alaskan/Hawaiian, Pacific Islander, and two or more races/ethnicities.
2 Other Race or Ethnicity refers to individuals who identify as Native American/Alaskan/Hawaiian, Pacific Islander and two or more races/ethnicities.
3 This data is based on the voluntary self-identification of ÃÛѨÊÓƵ employees.
Want to join our team? Browse a list of current openings.
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Meet your clients where they are
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We’re actively building a planning team that mirrors the world we live in, and it’s making all the difference for our clients.
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OVERCOMING ADVERSITY SCHOLARSHIP
OVERCOMING ADVERSITY SCHOLARSHIP
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ÃÛѨÊÓƵ is proud to support aspiring planners with a demonstrated commitment to advancing diversity, equity and inclusion.
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- Meet you
- Overcoming adversity
Our work changes the very direction of our clients’ lives – and that of generations that follow. This is a powerful moral imperative to accelerate the evolution to a more equitable society by making intentional interventions to mitigate systemic biases wherever we can.
Pammi Bhullar, Director of Diversity, Equity and Inclusion
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LIVING OUR MISSION
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We believe the work we do is a powerful vehicle for social change. Here’s how we’re giving back, by paying it forward.
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PURPOSEFUL PARTNER-SHIPS
PURPOSEFUL PARTNERSHIPS
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Learn how we’re amplifying our social impact by pairing volunteerism with intentional corporate giving.
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ACCESSIBILITY MATTERS
ACCESSIBILITY MATTERS
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At ÃÛѨÊÓƵ, we’re committed to making our website and services accessible to people with disabilities.
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- Living our
- purposeful partnerships
- accessibility matters
80/100
2023 DISABILITY EQUALITY INDEX
Best Place to Work for People with Disabilities Top Scorer
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MOVING SOCIETY FORWARD
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We understand that change is a gradual journey shaped by continuous dialogue, transparency about our results and course corrections when necessary, and we are committed to the process. To the extent that our organization is a microcosm of the larger world, we believe that by fostering a culture that values diversity in all its forms, we can do our part to create a more just and equitable society – one employee, one client, one person at a time.
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