40 Profi les i n Di versi ty J ournal MAy/ j une 2 0 11

White Males are

Part of Diversity, too!
by Wanda Brackins
Head of Global Wealth Management Diversity,
RBC Wealth Management
OW DO YOU ENCOURAGE WHITE, MALE
middle-managers to become more involved in
diversity-related programs and help them understand
that diversity is also about them?
Garnering support and effectively engaging
white, male middle-managers in diversity efforts is a challenge across all
industries, and the securities industry has been particularly challenged in
this regard. Historically, the industry hasnt been one to attract women or
people of color; however, many securities firms today are implementing
tools and initiatives to help diversify their workforce. The industry is mak-
ing strides at the top of the house by engaging executive leadership, and
at the individual contributor level through grassroots employee resource
groups. Top-down, bottom-up... but what about the middle?
At RBC Wealth Management, executive leaders serve as sponsors for the
firms three employee resource groups. The direct reports of the executive lead-
ership team white, male middle-managers, included serve as mentors in
the Diversity Dialogs Reciprocal Mentoring Program, which matches senior-
level leaders with high-potential and promising women and people of color.
As part of the program, mentees commit to engaging the leaders in
conversations around the challenges or perceived roadblocks they face while
striving to advance their careers. Like other mentoring programs, the leaders
provide guidance and support to open the doors to other leaders and special
assignments. The program has proven to be an effective way to engage middle
managers and bridge the diversity chasm. Over the past four years, an average
of 40 mentors and mentees have enrolled in the program each year, with par-
ticipation continuing to grow. This program is achieving success because the
mentoring relationship is as rewarding for the mentor as it is for the mentee.
In addition to participating in the Diversity Dialogs Reciprocal
Mentoring Program, white, male middle-managers are engaged in the
firms two diversity councils. First, the U.S. Diversity Leadership Council
is comprised of 21 senior leaders and middle managers tasked with helping
to drive the firms diversity and inclusion strategy and engage employees in
their areas of responsibility to do the same.
Second, the U.S. Diversity Advisory
Council is made up of 12 complex and
branch directors, tasked with provid-
ing input to the Diversity Leadership
Council on diversity-related tools and
initiatives designed to support field re-
cruiting, retention and brand-building
efforts. Middle-managers serving on the
Diversity Advisory Council are engaged
in the planning stages of field-focused
diversity initiatives, and their participa-
tion lets them impact the outcome of
field diversity efforts. Members are able
to share their ideas about how to recruit
financial advisors and prospective clients
in multicultural markets.
Finally, RBC Wealth Management
complex and branch directors participate
in the Field Diversity Initiatives Program,
administered by the firms Multicultural
Employee Alliance (MEA) employee re-
source group. The program asks interested
participants to submit nominations ex-
plaining their goals of promoting diver-
sity initiatives and engaging employees in
their areas, and awards up to three branch
directors each year with funds to host a
diversity-related client, brand-building, or
community outreach event.
Clearly, RBC Wealth Managements
diversity and inclusion efforts are designed
to engage employees at all levels. As we
continue to expand our diversity programs
and reach out to emerging multicultural
markets, the growing number of white,
male middle-managers and advisors are
beginning to understand that they, too,
are diversity. PDJ
t a c k l i n g t o u g h p r o b l e m s
The industry is making strides at the top of the house by
engaging executive leadership, and at the individual contributor
level through grassroots employee resource groups.
H