Has more employees than many revenue generating BU's and has half a dozen VPs.
I don't think they were affected in the most recent round of layoffs.
THAT IS NUTS.
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Personally I do not want a D-I: pilot, doctor, lawyer, etc.
@2obb+1sqAoxrx The Mckinsey study has been debunked
https://www.nationalreview.com/corner/mckinsey-and-diversity/
Quoting cr-p from Woke McKinsey. Like they'd say anything else.
LOL.
There is always a number of people who constantly question why DEI matters. For those who are not aware, please read this:
https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-matters-even-more-the-case-for-holistic-impact
An excerpt:
"A strong business case for ethnic diversity is also consistent over time, with a 39 percent increased likelihood of outperformance for those in the top quartile of ethnic representation versus the bottom quartile....
The penalties for low diversity on executive teams are also intensifying. Companies with representation of women exceeding 30 percent (and thus in the top quartile) are significantly more likely to financially outperform those with 30 percent or fewer. Similarly, companies in our top quartile for ethnic diversity show an average 27 percent financial advantage over others (Exhibit 2)."
to be fair you can say this about most fidelity teams. It is very top heavy.
The only fault of dei initiatives was that it was/is quite in your face. Showing your are doing DEI became more important than slowly embedding that sensibility into everyone.
"back into the office" 2 weeks is another such ham-fisted approach. Somehow show that forced scheduled attendance is equivalent to productivity and vitality and cling to culture of the past. Without thinking what culture of the past was actually good, what was bad, and how might we do good witout all the ceremony of office bustle. its quite regressive.
I once sat in an interview panel at Fidelity where a young, accomplished college graduate applying for an entry level position with us was labeled “not professional.” His crime? He spoke with the accent of young black man. That’s it (and no, I don’t mean using slang it was just the texture and cadence of his voice ). Didn’t matter to them his education, resume projects, the friendliness and enthusiasm he demonstrated during the interview. They just didn’t like the way he sounded and wanted to cut him there. Would the same thing happen if that young gentleman spoke with a regional NE accent? Probably not. I was only a junior employee but I spoke up for him and my colleagues on the panel agreed to let him proceed in the process. I was there because the DEI folks shared with leaders the value of including more diverse perspectives on the interview panels. They may not generate direct revenue for our company, but they’re doing good work ensuring our company is giving everyone a fair shake and we should try to broaden our perspective before issuing judgements. It’s the right thing to do.
blog (dot) exitgroup (dot) us/p/how-the-eeoc-built-americas-secret
Fidelity being private doesn't mean they're immune from the contagion, but they could do more to contain it
It’s all optics.
That seems like a lot of high paid employees that don't deliver anything substantial besides photo ops on linked-in