Diversity MBA Magazine - April 2008 - (Page 17) BANK OF AMERICA can run ideas by them and ask them if there are opportunities we are missing,” she says. Ask, and you’ll get nothing but smiles from Katherine Ealey, BOA’s vice president/ change manager, who says the bank was supportive of her long before she began working there more than six years ago. She received one of its Abilities Scholarships for students with disabilities who maintained a satisfactory GPA. “Not only did they assist me financially in obtaining my MBA, but they contributed to the completion of my BS in Finance,” says Ealey, who has visual disability. She stresses that her disability has not been an issue in any role she has had. “My current and previous managers accept me for who I am and what I professionally bring to the table,” she says. “Managers have gone above and beyond to ensure I had the tools and accommodations I needed to be successful.” Ealey recently took on an additional role as chair of the Charlotte Disability Affinity Group. “This has given me the opportunity to develop leadership skills and be a positive influence and advocate for Bank of America associates impacted by a disability,” she says. “It has also given me the chance to interact and advise senior management on key issues for the disabled and how Bank of America can contribute to causes affecting those with disabilities.” She’s optimistic about her future at BOA: “I am looking to explore financial reporting opportunities. I want to be a manager. I want to gain enough experience and knowledge to lead and coach others.” Garcia, head of diversity recruiting, is a prime example. He’s been with BOA more than 20 years. He started in internal auditing and has had roles in, among other areas, finance, mortgages, SEC reporting, and investment banking operations before being promoted to his current position about a year ago. “I’m proof that ‘Bank of Opportunity” isn’t just a slogan,” he says. “I’m living those values.” And Garcia’s story is far from unique. One of the bank’s highest-ranking African-Americans is an alumnus of The Consortium. BOA is also home to a 25-member Executive Global Diversity and Inclusion Council, which is comprised of senior leaders from its major business and support units. Their chief tasks involve developing and implementing diversity initiatives supporting the bank’s core values for actively promoting an inclusive work environment. Also key to the bank’s diversity framework are line-of-business Diversity Business Councils. These groups build skills and address diversity and inclusion issues within their respective businesses, such as diversity development opportunities, recruitment and retention efforts, and training. There are more than 50 Team Bank of America Diversity Networks, which hold meetings and events with topics and activities focused on diversity and personal and professional development, including career fairs to help associates learn about other areas of the company, exercises that build teamwork in a diverse environment and more. It’s hard not to find a niche. There are affinity groups for nearly every range of interests -- Asian Leadership Network, Black Professional Group, Disability Affinity Group, Hispanic/Latino Organization for Leadership and Advancement, LEAD for Women, Military Support Affinity Group, and the Pride Resource Group. Members network, mentor, and encourage each other’s development and success. BOA’s commitment to diversity is backed up by targets. For example, management develops annual objectives to increase diversity in their businesses and has incentive pay tied to progress in hiring, promoting and retaining people of color. Additionally, says Thomas, employees’ performance plans look at diversity: “[We ask] How personally engaged are you? Are you mentoring someone different than you, or sponsoring an affinity group? Are you taking someone to lunch at least once a quarter?” Associates are surveyed every 18-24 months, where BOA checks their pulse for job satisfaction. The last survey, nearly two years ago, revealed that the level of employee satisfaction was high throughout the firm. “We are meeting their needs and expectations,” says Thomas, noting that happy employees are productive employees, and that the bank is looking to them to be a sounding board of sorts. “When you have diverse employees, especially on your marketing team, you M arch 2008 Top 5 0 Co m p ani e s Recent Accolades The company’s diversity efforts haven’t gone unnoticed. In 2006, BOA was named the number-one company for Hispanics by Hispanics Business magazine. For the last 18 years, it has made the “100 Best Companies” list for Working Mothers by Working Mother magazine, which, in 2006, inducted BOA into its Hall of Fame. Other diversity accolades include Latina Style magazine, Black Enterprise, Hispanic Trends, and Minority Business News, among others. What’s next on the diversity horizon? “Right now we’re spending time trying to determine how to translate diversity to associates outside the U.S.,” Thomas says. “We have a team of leaders in Asia and Europe developing initiatives and addressing diversity and inclusion globally.” Additionally, says Garcia, there will be emphasis on Generations X, Y, and the Millennials as the babyboomers begin to retire en masse. “This group is looking for entrepreneurial opportunities,” he says. Further, BOA will continue to fine-tune its programs, deepen relationships with diverse organizations and universities, and push the creative envelope to continually come up with new strategies. “For us, diversity is a journey,” Garcia says. ■ 17
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