Diversity and Inclusion at Goldman Sachs
Sustaining a work environment where our people feel comfortable bringing their full selves to work and are empowered to reach their full potential continues to be a priority. As a firm, we believe that having the best team positions us to meet the needs of our clients – and to have the best team, our people must bring a range of perspectives to the table and reflect the diversity of the communities where we live and work.
Over the years, the firm’s diversity efforts have evolved from raising broader awareness and delivering an array of programs to a more deliberate, data-driven and targeted approach. We have made progress, but we have significant work to do. To drive progress for our firm towards our aspirational goals, we have a range of initiatives in place to increase diverse representation at all levels and foster inclusion, including:
Recruiting the best, most diverse talent
We continue to search for talent in new places and in new ways, from leveraging technology (e.g., HireVue video interviews and Virtual Insight Webinar Series for students to learn about financial services and to prepare for interviews) to engaging with a broader range of candidates and offering early programs designed to engage and attract people who may not otherwise look to pursue a career in financial services (e.g., Africa Recruiting Initiative, Neurodiversity Hiring Initiative, Possibilities Summits, HBCU Market Madness) – to partnering with numerous external organizations to help us improve our diversity recruiting efforts. Established programs like our Veterans Integration Program and the Returnship® program are also examples of initiatives that have become a practice adopted across many industries.
Contributing to an inclusive environment
Attracting and hiring diverse talent is essential, but it is only one component of our approach. We offer a number of programs designed to help our people contribute to an inclusive environment, including learning opportunities such as Identity Matters: Race & Ethnicity in the Workplace, a program that allows participants learn about how race, ethnicity and social identity can shape an individual’s experience in the workplace and how to engage in dialogue about race and identity to create trust-based relationships; and Reverse Mentoring Initiative, a nine-month mentorship program that provides senior non-Black partners the opportunity to be mentored by Black professionals at the firm. The program is designed to broaden the understanding of the Black experience and provide a space to practice and refine inclusive behaviors.
Focusing on retention
Programs such as our Black Analyst and Associate Initiative, the Hispanic/Latinx Analyst and Associate Initiative, Women’s Career Strategies Initiative, and Vice President Sponsorship Initiative are examples of the firm’s efforts to support the advancement and retention of diverse talent. Diversity committees and governance councils exist in every region to help ensure top-down support of our efforts while also driving accountability for important people processes and decisions.
Source: goldmansachs.com
