We see diversity as a source of strength. Therefore, we have made it a priority to foster a culture where the best people want to work, where people are promoted on their merits, where we value and demand respect for others and where opportunities to develop are widely available to all - regardless of differences.
Our strategy focuses on four commitments:
At Citi, we recognize diversity as one of our competitive advantages. In a global marketplace, it is imperative that an organization provide a wide range of ideas and solutions to its clients. A diverse workforce understands clients better and is more creative and innovative on their behalf. In turn, this can mean greater market share and greater returns for our shareholders. To seize this competitive advantage we must foster a workforce with different backgrounds, perspectives and ideas, and provide employees with a wide range of experiences and skills to develop to their full potential.
Citi serves clients from every walk of life, every background and every origin. Our goal is to have our workforce reflect this same diversity at all levels and our employee population be similar in composition to that in our local operating communities. Our strategy is designed around four pillars:
Our Diversity Operating Council, composed of senior diversity and human resources leaders from core businesses and regions, provides support and accountability. The Council
Our senior business managers develop diversity plans and are held accountable for progress against those plans. Annually we report progress against our goals to the full Board of Directors.
We recruit entry level employees from diverse backgrounds and strive to present a diverse pool of highly qualified candidates for management and professional opportunities. We build relationships with partners who can help us identify and recruit top talent. These partners include non-profit organizations and the career placement offices at select graduate and undergraduate schools. We also attend various conferences and recruiting fairs sponsored by associations representing diverse populations.
Our Code of Conduct prohibits discrimination and harassment. To foster a culture of acceptance and respect throughout Citi, we offer training to employees on topics such as "Championing Diversity," "Valuing Diversity and Inclusion at Citi" and "Leadership Through the Lens of Diversity."
We encourage employees to become involved as mentors and senior managers are encouraged to mentor employees and to seek out women and minority mentees.Employee Networks
Citi networks are employee-initiated and -led groups, organized based on affinity and are open to all employees. These groups offer opportunities for networking, mentoring, coaching and community involvement. A key tenet - consistent with Citi's diversity strategy - is that they cross-network and are inclusive of others. One program that several networks are jointly sponsoring on an on going basis is "Learn the Business," a series of presentations to educate members about Citi's products, functions and operations and help them understand career development options.
Recognized networks include:
At the beginning of 2010 there were 53 employee networks in a total of four countries - Canada, the Republic of Ireland, the U.K., and the U.S. - with a total of approximately 13,500 members. In 2009 the first Military Veteran's network was recognized in New York City.
Citi has several ongoing initiatives to support women's professional development. Until 2006 most of these efforts were conducted on a regional basis through women's councils and networks. In March 2006, leaders from 20 women's councils and four women's employee networks came together to launch "The Citi Women's Initiative." The meeting was designed to leverage existing diversity councils and networks to share best practices, create champions and role models and build a pipeline of talented women for senior management.
In 2008 CEO Vikram Pandit appointed Citi's Chief Marketing Officer (and Chairman and CEO, Women & Co.) and Citi's Chief Innovation Officer (both women) as co-heads of the Global Women's Initiative. Together they have convened a group of senior women to meet regularly and find ways to highlight Citi's external efforts related to women's advancement.
Leadership development has been a priority of the women's initiative, and in 2008 The Citi Women's Leadership Development Program was designed and created in conjunction with the UCLA Anderson School of Management. The program combines lectures, discussions, small group work and personal assignments. Participants learn the "how to" of demonstrating executive readiness, becoming champions and role models for the organization and growing professional networks. The program is offered twice a year and includes a maximum of 35 high performing talented women from all businesses and all geographies.
In 2009 the Global Women's Initiative was renamed Women4Citi and expanded to include the Women Leading Citi program. The pilot program launched at the end of 2009 is designed for high performing female participants who have the potential to assume significant leadership positions at Citi. It is designed to promote and accelerate advancement through opportunities which broaden and enhance leadership skills by supporting individual development and identifying networking opportunities. A participant has the support of her manager, a talent professional and a senior manager advocate.
Citi also provides leadership training for emerging female talent. An example is Coaching for Success, a long standing development program targeted for mid-level women. The program is delivered through a series of workshops and engages senior management as coaches. One of its goals is to improve retention and increase promotion and opportunities for internal mobility among participants.
Women's organizations, both Councils that exist in all geographies and Networks operating in Canada, The Republic of Ireland, the U.K. and the U.S support the formal and informal programs and initiatives and provide additional development and mentoring programs and offer networking opportunities.Service Provider of Choice
Citi strives to deliver products and services to our customers that reflect both our global reach and our very market where we operate. The diversity of our employees enables us to better understand our customers, while the breadth of our product offerings allows us to serve them better.Business Partner of Choice
Citi works to create mutually beneficial business relationships with minority-, women- and locally-owned businesses. We recognize that working with a wide range of professionals, suppliers and consultants strengthens the communities we serve and creates value for our shareholders.Neighbor of Choice
Citi believes it has a responsibility to make a difference in the neighborhoods in which we work and live around the world. We reach out to and form partnerships with nonprofit organizations, civic groups, educational institutions and local governments representing the diverse nature of these communities; and we strive to make each community a better place because we are there.