The Edge for July & August 2020

We asked New Jersey business executives to talk about how their organizations create diverse workplaces in a divisive age. “Promoting diversity and inclusion must be intentional and deliberate,” said Elaine Rizzo, executive vice president and chief human resource and learning officer at Investor’s Bank. The executives we talked to said recruit diverse talent; provide mentoring and networking opportunities; develop forums for open discussions; include men and women of every ethnicity in diversity initiatives; and be sure to make a strong business case for diversity. See exactly what they said below.

Develop Forums for Safe, Respectful and Open Discussion

Together as a society we must embrace diversity, reject all forms of racism and intolerance, and make a genuine effort to understand one another better. That commitment is woven into the fabric of AmeriHealth New Jersey. Diversity and Inclusion is a corporate value that we take seriously.

Several years ago, we developed a Diversity and Inclusion Council which organizes discussion and learning sessions for our associates. These one- to two-hour sessions each have a theme, such as microaggressions, unconscious bias, generational differences, and code switching, the practice of interacting differently depending on the social context. We believe providing a forum for safe, respectful and open discussion among associates is essential to fully embracing and addressing the many facets of diversity and inclusion. We also believe it helps us serve our members more effectively.

– Mike Munoz, Market President, AmeriHealth New Jersey

Everyone Needs to Experience Welcoming Behaviors Every Day, In Every Way, so They Feel Valued

Investors Bank employees are the heart and soul of our organization. We celebrate their cultures and lifestyles. It is each person’s uniqueness that makes a difference in serving our customers and our communities.

Promoting diversity and inclusion in an organization must be intentional and deliberate. This is why Investors launched iBelong, a company-wide strategy, in 2019. It builds on and strengthens (the company's) internal and external recruiting efforts, our internal policies, employee learning and development, talent assessments, succession planning, procurement, and supplier diversity. iBelong strives to create an environment where employees can be their full, authentic selves – across race, gender, age, religion, identity and unique life experiences. We believe everyone needs to experience welcoming behaviors every day, in every way – where they feel respected and valued.

– Elaine Rizzo, Executive Vice President and Chief Human Resource and Learning Officer, Investor’s Bank

Make a Business Case for Diversity and Inclusion

Never has diversity and inclusion had more meaning than in recent times. As an organization that represents all certified public accountants in the Garden State, we are driven to inform and educate our members and potential members about what’s needed to advance a diverse and inclusive culture. We recently formed a Diversity & Inclusion Task Force that will focus on fostering and making a business case for diversity and inclusion. The task force also will reach out to minority high school students and espouse the benefits of an accounting career. Educating our members on best practices and mentoring the next generation are keys to measurable success.

– Ralph Albert Thomas, CEO and Executive Director, New Jersey Society of CPAs

Be Inclusive of Men and Women of Every Ethnicity In Initiatives

One of the most successful ways we’ve addressed diversity is through the establishment of the Maser Women’s Organization. What makes our program thrive is that our initiatives are designed to be inclusive of men and women of every ethnicity throughout our firm. We support women companywide by giving them opportunities to organize and execute initiatives they might otherwise not be able to do in their current roles. This enables them to be seen and heard within our organization. All they need is the desire and willingness to work. The Maser Women’s Organization conducts a Lunch & Learn Series for all Maser employees on topics such as negotiation skills, leadership, work-life balance and mentorship. We also encourage young women to see the possibilities they have to become successful in STEM-type jobs, such as engineering, that are historically reserved for men.

– Co-founders of the Maser Women’s Organization Allison Colantuoni, Director of Human Resources, Maser Consulting (pictured on the left), and Michele Ouimet, Marketing Director, Maser Consulting

Strive to Understand Differences, and Use Them as a Catalyst to Unite

Our Diversity Council, established last year, has been listening, learning, and seeking ways to be part of solutions and change within our workplace and communities. In its first year, our Council established a mission, goals, and hosted unconscious bias training for all our associates. Most recently, it donated to the National Urban League to take a stand against racism. At the heart of our Diversity Council is our associates and their commitment to taking a stand together to end social injustices: We stand together to promote love, not hate; unity, not division. We stand together in maintaining a workplace where everyone is respected and every voice matters. As an organization, we will continue to evolve and stand together as we seek to understand our differences and use them as a catalyst to unite us all, to inspire long-term change, and create a more inclusive workplace and community for future generations.

– Claude Richardson, Senior Vice President - Human Resources, Delta Dental of New Jersey and Connecticut

Recruit Diverse Talent, and Provide Networking and Mentoring Opportunities

Bank of America's Global Diversity & Inclusion Council — chaired by our CEO, Brian Moynihan — focuses on growing the diverse representation of our workforce and promoting an inclusive workplace. Through our 11 employee networks, including the Black Professional Group, Hispanic-Latino Organization for Leadership and Advancement, and LGBT+ Pride, our teammates have opportunities to develop leadership skills through mentorship and networking. The networks engage with local communities and recruit diverse talent on campuses and through partner organizations. Bank of America announced a four-year, $1 billion initiative to drive economic opportunity, health care initiatives and racial equality in communities of color. This commitment includes recruiting, philanthropy, and sustainable finance through lending and investing to drive tangible progress in making systemic changes that address economic and social disparities.

– Alberto Garofalo, New Jersey Market President, Bank of America

Make Inclusivity Central to What You Do

As a firm, we’ve committed to hiring more than 4,000 Black students over the next five years. I work very closely with my teams to make sure diversity is represented in each of our branches. This diversity allows for different points of view that makes us all better.

The firm is also making a $3 million philanthropic commitment and matching employee contributions to promote racial and social equality by supporting civil rights organizations and diverse-led local nonprofits. For example, we invested $375,000 to help minority-owned small businesses in New Jersey access low-interest capital – in partnership with the Greater Newark Enterprises Corporation and BOC Capital. And, inside our branches, we’ve developed a program called the NJ Culture Council. The Council’s purpose is to promote career events that expose employees to internal job openings, networking groups and volunteerism.

We are working to make inclusivity central to the work we do. This gives our employees a feeling that they all belong and are welcome.

– John Bonhomme, New Jersey Regional Director, JPMorgan Chase