Diversity Equity and Inclusion (DEI) Resources

The WBA is committed to assisting member banks in their efforts to recruit, retain and promote a workforce that reflects and represents the diverse communities they serve. In April of 2021, the WBA Diversity, Equity, and Inclusion (DEI) Task Force was formed to identify resources, guidelines, tool kits, best practices models, and training resources for member banks. We are happy to share those DEI resources here.  

The WBA DEI Task Force has completed their initial work. Many members of the Task Force will continue to serve on the newly formed DEI Committee. This committee will provide a forum for bankers to meet, review and discuss industry concerns and to provide guidance and assistance in determining DEI education priorities for conferences and development programs. The DEI Committee is a valuable addition to our association enabling our members to remain at the forefront of diversity, equity, and inclusion initiatives in the future. 

WBA DEI Task Force members: 

  • Jim Anderson 
    SVP/Talent Development Director, Banner Bank 
  • Jeane Daley
    DEI Officer/VP/Training & Development, Heritage Bank 
  • Francis Janes
    Industry Relations and Partnerships Director, Beneficial State Bank 
  • Aaron Meyers
    Chief Human Resources Officer, Olympia Federal Savings 
  • Kristie Nockleby
    SVP/Director of Administrative Services, Columbia Bank 
  • Dia Dissmore
    SVP/Global Human Resources, Bank of America 
  • Hollie Brown
    VP/Marketing Director, Peoples Bank
  • Nicole Bascomb-Green
    VP/Community Affairs Manager, US Bank 
  • Lisa King
    SVP/Chief People Officer, WaFd Bank 
  • Erin Nicolaus
    EVP/Chief Human Resources Officer 
  • Frank Robinson
    Diverse Markets and Community-Based Programs Executive 
  • Guillermo Cartagena
    Director of IT Software Development, Washington Trust Bank 
  • LaVonne Olsen
    SVP/Human Resources Director, Peoples Bank

  • American Bankers Association (ABA): 

 

  • Global DEI Benchmark GDEID report Center for Global Inclusion Use this report with your executives to assess your current state and develop goals and a Strategic DEI Plan.   

  • Bolsters financial performance.  A study conducted by McKinsey & Company found that companies with ethnically diverse leadership teams are 35% more likely to have financial returns above their respective national industry medians. Companies with gender diverse leadership teams are 15% more likely to have financial returns above their respective national industry medians  

  • Highlights your organization as an employer of choice. According to Glassdoor, 67% of job seekers view a diverse workforce as an important factor when evaluating companies and considering job offers. 

  • Fosters innovation and growth. According to Harvard Business Review, diverse companies are 70% more likely to capture a new market. They’re also 45% more likely to report increased market share year-over-year. 

  • Value of Belonging.   According to Harvard Business Review, companies reap substantial bottom line benefits if employees feel a sense of inclusion and belonging in the workplace. High belonging was linked to a whopping 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. For a 10,000-person company, this would result in annual savings of more than $52M. 

  • Increases employee engagement.  83% of millennials report being actively engaged when they believe their organization fosters an inclusive workplace culture. That percentage drops to 60% when their organization does not foster an inclusive culture. (A Gallup study has assessed the cost of disengaged employees at up to $350 billion per year in lost productivity.) 

  • Supports powerful decision-making. Teams that are inclusive make better decisions up to 87% of the time, according to a study conducted by Forbes. 

  • Deloitte - Diversity, Equity Inclusion–Insights and Resources Deloitte Insights 

  • Korn Ferry - Becoming a Leader in DE&I   Turn talk into action: Becoming a leader in DE&I  

  • Data Driven Insights, Qualtrics.com: Incorporating experience data, or X-data, into the case go from anecdotal stories to data-driven insights that paint a compelling story from an overall point of view. 

  • Increase Organization Performance:  

 

  • Employee Mental Health -Qualtrics.com: Organizations are grappling with concurrent social crises – tearing down institutional bias while also supporting employees during a pandemic. 

  • According to McKinsey and Company, the business case for DEI is stronger than ever. Companies whose leaders’ welcome diverse talents and include multiple perspectives are likely to emerge from the pandemic stronger and in a better position to adapt to a rapidly shifting business, social and governance environment. 

  • Many employees report feeling anger, stress, and sadness as they learn more about the impact of systemic racism on People of Color in America.  

  • Add to that the fears about the pandemic and the outlook for the economy, it's clear that many employees are being deeply affected by circumstances and issues outside of the workplace. 

  • If organizations don’t prioritize DEI right now, the impact will be felt not just on the bottom line but in people’s lives.