Mellon’s Dedication to Diversity and Inclusion
We remain unequivocally committed to the pursuit and proliferation of social justice and equality.
We recognize the long history of racial inequality and unconscious bias will take a long-term, unwavering commitment to change. Although we acknowledge there is much we must still accomplish, we would like to share several strides in our mission to create a more diverse, equitable and inclusive culture, both within and outside our walls. Over the last six months, senior leadership and individuals across our organization have worked together with the following focuses.
Mellon Senior Leadership meets with our Diversity and Inclusion Committee weekly to map the pathways to success and charge the call for action. From those conversations, we have established the following directives we believe are critical to our long-term success:
Focused recruitment of diverse candidates: We expanded our internship program from 8 to 25 positions, which will allow us to increase talent recruitment from Historically Black Colleges and Universities (HBCUs). We also plan to implement this practice for candidates in our six-month co-op programs.
More support for our diverse colleagues: While our CEO and Head of Trading initiated the Committee, the Diversity and Inclusion Committee has expanded to include weekly participation from executives and employees at all levels and departments who are invested in making long-term change. We also formalized the appointment of two co-chairs, Amanda Long and Alexis Johnson, whose outstanding leadership over the last six months has inspired our passion for change.
Strengthen community relationships: We are working to establish relationships with community organizations in our city headquarters of Boston. We are considering a partnership that will leverage our resources to create a financial literacy education program for inner-city teenagers and create opportunities to mentor students.
As of December 31, 2019, 44% of BNY Mellon’s US workforce were women and 35% of the US workforce were employees who are of different ethnic and racial backgrounds. We are proud of our ever-growing diverse workforce, but it is a continuous work in progress. We have a number of goals aimed at strengthening diversity and retention and have embedded these within managerial objectives, helping to drive momentum.
We have implemented a firm-wide program aimed at fostering open dialogue amongst colleagues – Courageous Conversations. Our first round of Courageous Conversations was well received, concluding with positive feedback. These are difficult topics to broach, but we are proud to have launched a program with the utmost professionalism and respect for one another. The eagerness to continue learning is felt by the growing interest for further conversations.
In June, we held a special town hall honoring Juneteenth. More than 370 Mellon employees attended the virtual event where the discussion focused on understanding this inflection point in American history and how we can advance social justice and equality.
Our Diversity and Inclusion Committee provided an extensive list of resources ranging from books and films to charities made available to all employees. This list included children’s education resources as we recognize parents are facing challenging conversations at this time. Mellon employees have actively provided suggestions to the team, growing the list substantially. We have also developed an internal intranet to house these resources and a discussion board for colleagues to share ideas, thoughts, videos, books and any other items they may want to discuss.
Mellon employees recently participated in the BNY Equality Campaign Matched Giving Program, where, combined with our parent organization, we doubled our impact. Our Mellon Cares group has also identified several pillars of giving. Their first pillar of giving focused on youth, choosing programs aimed at helping inner-city youth. Our impact on children today will pay dividends tomorrow.
While we are proud of the work we have done, we know there is a long road ahead. We recognize a diverse and inclusive organization is vital to maintaining a competitive business—one which demands a culture where divergent points of view are celebrated and leveraged for better ideas, decisions and solutions. We are committed to affecting long-term change through multiple avenues, including education, recruitment, retention, and more calls to action through volunteerism and mentorship in our communities.
Diversity is about all of us, and about us having to figure out how to walk through this world together.