- 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
The Federal Housing Finance Agency (FHFA) is the latest stakeholder to examine how racial bias may creep into property valuations. In a Dec. 14 blog post, Fannie Mae and Freddie Mac’s regulator and conservator said it found examples of “overt references to race, ethnicity, and other prohibited bases under federal fair lending laws,” which FHFA said indicate the “continued presence of valuation bias.”
The generational make-up of the workforce is shifting. As Baby Boomers continue to retire (and Gen Xers start to), Millennials are saturating the workforce. In fact, by 2025, Millennials are projected to account for 75% of it. What impact will that have on your HR practice? Employee priorities and expectations are changing, and HR has to overcome the challenges of a multigenerational workforce in order to lead effectively.
Consider the following scenario: A company’s entry-level workforce is approximately half women and half men, but the proportion of women drops slightly at every level. Only about 38% of managers are women, then 33% of directors, 28% of senior vice presidents, and 21% of C-suite executives. A deeper dive into the data reveals that the drop-off of women is primarily driven by gender disparities in promotion rates, not gender differences in hiring or retention.
At the age of 13, I saw Althea Gibson play at the Los Angeles Tennis Club. She showed me what being No. 1 in the world looked like, and I knew I wanted to follow in her footsteps from that day forward. She epitomized "if you can see it, you can be it," and watching her play tennis changed my world forever.
“Unconscious bias” and “inclusive leadership” have become diversity buzzwords. This makes sense given recent research highlighting how related trainings — when facilitated and implemented properly — are key ingredients for cultivating and sustaining a diverse and inclusive workforce. But what should companies do about leaders who continue to display unquestionably conscious bias?
Companies spend billions of dollars annually on diversity, equity, and inclusion efforts, but the results are few. Using basic tools to interrupt bias can help.
Most of the year, Maya, a 32-year-old investment banker in New York City, enjoys her job. But late in the autumn, when promotion season rolls around, she always feels “weird”. “It’s hard to describe,” she says. “I wouldn’t call it disappointment, because that implies that there was hope. It’s more just a wistfulness. I’ve sort of come to terms with the fact that there’s a good chance I’ll never be in a position that can be considered truly senior.”
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.
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].