Embracing diverse teams, ideas and possibilities helps us drive growth and progress
We’re embedding ownership for diversity throughout our business...
Now, each affinity will be co-led by a member of the senior leadership team.
Holding ourselves to the highest standards means setting the tone from the top: our most senior leaders view themselves and others as accountable for enabling an equitable and inclusive culture where we proudly reach our fullest potential. These leaders leverage the uniqueness of our employee base and engage with our business leaders and colleagues around the globe.
We believe that we are all accountable and responsible for promoting inclusion and work to continually enhance our capabilities. Executives from our CEO’s leadership team lead our 10 Affinities that represent the broad ranging demographics of our employees: Asian Heritage, Black Heritage, Citi Salutes (Military Veterans), Citi Women, Disability: Enabling Diverse Abilities, Generations, Hispanic/Latino Heritage, Multicultural, Parents and Pride (LGBTQ). In these roles, our leaders are responsible for developing a better understanding and appreciation of the uniqueness of each group, and coming up with ideas and initiatives to ensure Citi is helping them grow, develop and matriculate through the firm. Through the Affinity Model, we see senior leaders driving change in our culture, practices and policies, creating a more diverse and inclusive workplace.
While senior level accountability is critical to this effort, it won’t work without the involvement of our broader employee base. Our leaders will work in tandem with Citi’s Employee Network Program and employees globally. We have over 150 network chapters in 65+ locations across 38 countries, with over 16,000 members.