DEI Best Practices Recommendations

We asked our members to identify, share and herald actions and best practices taken to successfully increase Diversity, Equity & Inclusion (DE &I) in their companies and firms so others could learn from and model them. The responses contributed by our members are listed below. By sharing this information, we not only learn from each other but can adopt what has worked for others so we collectively impact DE&I efforts and progress in the Fidelity industry.

• Establish a Diversity, Equity & Inclusion (“DEI) committee to build a strong DEI foundation through a well-rounded approach to promoting DEI skills and capabilities.
• Offer DEI education to all employees on an annual or semi-annual basis on topics such as: identification and disruption of unconscious bias and increasing inclusive communication, collaboration and problem solving between individuals and groups.
• Increase diversity through hiring and retention by establishing goals to increase representation of Women and People of Color at all levels within a certain timeframe.
• Require managers to consider Women and People of Color as part of candidate slates and recommend interview panels include people of all backgrounds.
• Establish, share and achieve annual gender and ethnicity senior leadership representation targets.
• Understand the obstacles and create strategies to garner support for a diverse and inclusive environment.
• Expand diverse pools of talent through internal development, diverse school and organization relationships, establishing diverse recruitment platforms and sourcing.
• Identify the most successful methods for expanding the number of diverse/nondiverse employees moving into new career opportunities.
• Increase mentorship and volunteerism opportunities.
• Establish Employee Resource Groups for Women, People of Color, Veterans, People with Disabilities, LGBTQ+ and their allies.
• Understand the obstacles and create strategies to garner support for a diverse and inclusive environment.
• Expand diverse pools of talent through internal development, diverse school and organization relationships, establishing diverse recruitment platforms and sourcing.
• Identify the most successful methods for expanding the number of diverse/nondiverse employees moving into new