- Foster a deep appreciation among participants in the structured finance industry around the value of tangible, visible, and demonstrable diversity at our firms – at all levels, and particularly at the senior levels – and promote understanding of how such diversity increases the industry’s ability to serve the real economy.
- Enhance access and long-term success in the structured finance industry for people of color, women, and LGBTQ+.
- Establish and hold ourselves as an organization accountable for real change, including instituting key performance metrics and sharing these results broadly.
- Create a community where industry participants share best practices, ideas, and challenges so that we can all learn from one another and make progress together.
- Conduct regular research analyzing our industry’s impact on communities of color, and work to ensure that progress is made to close the inequality gap in credit access to these communities across the country.
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Join the SFA DEI Steering Committee
The Steering Committee will work closely with SFA leadership and will serve an active role in shaping the goals, objectives, and priorities of SFA’s DEI initiative. Key focus areas will include aggregating best practices, conceptualizing engagement opportunities, and ultimately designing our industry’s “network of networks.”
Email [email protected] to learn more.
Join SFA’s DEI Membership
SFA’s DEI membership is open to all industry participants, regardless of SFA membership status, and is complimentary to join. By signing up, you will be notified of the latest news, developments, and networking opportunities in conjunction with the initiative.
Email [email protected] to learn more.
SFA is asking DEI leaders to complete a brief survey on their company’s current DEI policies and practices to give us valuable input as we shape our industrywide DEI initiative. If you are unable to access the survey, please email [email protected]
CNN’s W. Kamau Bell and SFA CEO Michael Bright discuss the importance of actively pursuing diversity in the workplace.
Mehrsa Baradaran, UC Irvine Law professor and author of the above titled book, explores how a segregated economy limits access to capital in communities of color and perpetuates a cycle of poverty.
Marco A. Davis, President & CEO of the Congressional Hispanic Caucus Institute (CHCI), and SFA CEO Michael Bright discuss the impact on the Hispanic community of COVID-19, institutional bias, and the ongoing protests, as well as how our industry can help Latin youth gain access to jobs in finance.
Since 1980, SEO Career has provided training and resources to over 7,000 underrepresented students nationwide, allowing them to secure positions of leadership across Wall Street and Corporate America. This video highlights the successes achieved by their alumni, as well as the progress being made toward creating a more equitable society and diverse
Justice Sonia Sotomayor told an audience Wednesday that recent changes in the format of oral arguments were instituted in part after studies emerged showing that female justices on the court were interrupted more by male justices and advocates.
Last summer, major public companies across the country pledged to increase diversity in their boardrooms, one of the actions taken after the murder of George Floyd in police custody. Corporate directors set goals, and some have begun to make progress, with investors, activists and others tracking their commitments on racial equity.
“Investors want to better understand one of the most critical assets of a company: its people,” SEC Chairman Gary Gensler said earlier this week in a Twitter thread. “I’ve asked staff to propose recommendations for the Commission’s consideration on human capital disclosure.”
NEW YORK, Aug 6 (Reuters) - The U.S. Securities and Exchange Commission approved a proposal from stock exchange operator Nasdaq Inc (NDAQ.O) that requires its listed companies to have diverse boards, or explain why they do not. The proposal requires that companies have two diverse directors, including one who identifies as female and another as an underrepresented minority or LGBTQ+, or explain why they do not. Companies also have to publicly disclose the diversity of their boards.
Corporate America: We need to talk about your Employee Resource Groups (ERGs). We became familiar with ERGs when many welcomed us to speak on the gender and racial justice themes we write about in our books. As one of the most powerful trends in the U.S. workplace, ERGs are a way for underrepresented groups to band together to help recruit more talent like them into their companies and make sure that talent feels supported and gets promoted.
William Spriggs, a professor at Howard University, wrote an open letter last year to his fellow economists. Reacting to the police killing of George Floyd in Minneapolis, he began the letter with a question: “Is now a teachable moment for economists?”
America's biggest banks insist they can and will do more to combat the nation's racial inequality crisis. The trade group behind JPMorgan Chase, Wells Fargo, Bank of America and dozens of other big banks is detailing 30 best practices lenders can take to ease inequality in Black communities.
The Structured Finance Association (SFA) today released the following statement commemorating Juneteenth.
Black women in America face several hurdles to success, particularly regarding educational and professional opportunities, with the white-Black wage gap for female professionals at $12,700 in 2019. These inequities also mean lost productivity and lost economic growth.
SFA’s DEI initiative is a collaborative effort between SFA’s Board of Directors, membership, executive leadership, and the broader industry. Associated programming is funded through annual SFA membership dues, and the DEI Steering Committee works with SFA to create and curate educational content and networking opportunities.
If you are interested in getting involved, please email [email protected].