By integrating diversity, equity, and inclusion into our firm's DNA, we can create meaningful change and serve as role models to our community, the industry, and beyond.
At Carlcorp, we believe everyone should feel a sense of belonging. When we take the necessary steps, provide transparency, and hold ourselves accountable, we can help ensure more equitable outcomes for our staff, our advisors and their investors, and the communities where we live, work, and visit.
We value differing viewpoints and a collaborative process, ensuring all voices are heard and respected. DE&I is a strategic goal, and we believe that leveraging our broad talents and backgrounds is one of the keys to our success.
Carlcorp sponsors a Women’s Forum to raise awareness of gender issues in the workplace and in our industry and to offer education, networking opportunities, and the support of senior management to help promote leadership and advancement. Programming includes social events, leadership opportunities, community partnerships, external networking, and sponsorship of conferences.
Our benefits package is comprehensive and progressive. We care deeply about our employees’ health and well-being and are aware that work is often only one priority in their lives. To that end, we offer flexibility in work schedule and arrangements. For parents, our birth/adoption and family/medical leave benefits put us among the most progressive firms in our industry.
We actively work to partner with diverse vendors, focusing on minority, women, veteran, and disability-owned businesses. We also assess the internal DE&I practices of all our vendors. By better understanding the companies we work with, we can better contribute to economic equity in our communities. We leverage our strengths in data management and analysis to define quantitative objectives and mark our progress toward this goal.
Source and recruit diverse candidates at all levels of the organization.
Help drive meaningful change through proactive engagement within the community and industry.
Evolve our management training programs to embed clear accountability for diversity and inclusion.
Continue to evolve programs to develop and retain talented underrepresented employees.
We partner with leading organizations to offer internships opportunities for a diverse range of future workforce participants.
The Opportunity Network seeks to ensure that young people from historically underrepresented backgrounds have equal access to educational and professional opportunities.
Futures & Options helps underserved young people in the city to gain access to economic opportunities via work-readiness training and access to internships.
The Hong Kong Government Subsidized Summer Internship Program (“SIP”) is an intercity initiative to provide undergraduate students exposure to career opportunities in the finance industry.
Girls Are INvestors is an organization dedicated to improving gender diversity in the asset management industry.
NJ LEEP (Law and Education Empowerment Project) is a college access and success program serving students and families in the greater Newark area. Their College Bound Program empowers middle and high school students with both the academic and social-emotional skills necessary to succeed in college and beyond.
Building a diverse and inclusive culture is about more than numbers. But they do help us tell a story about progress and our commitment to making a difference you can see.
We continue to evolve our disclosure of diversity, equity and inclusion metrics, adding comprehensive representation metrics by race, ethnicity and gender across level and key positions.* This transparency is part of our ongoing pledge to recruit, retain, develop, engage and advance a diverse group of talented people, including underrepresented populations across all levels of the organization.
Women directors on Columbia Funds Complex Mutual Fund Boards
Women employees
People of color employees
Fund Boards data and employee data as of December 31, 2021.
| BUSINESS MANAGEMENT COMMITTEE | SENIOR MANAGEMENT | INVESTMENT PROFESSIONALS | TOTAL EMPLOYEES | |
|---|---|---|---|---|
| Women | 23% | 17% | 29% | 38% |
| People of color | 6% | 12% | 22% | 19% |
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|
BUSINESS MANAGEMENT COMMITTEE | SENIOR MANAGEMENT | INVESTMENT PROFESSIONALS | TOTAL EMPLOYEES |
|---|---|---|---|---|
| American Indian or Alaska Native | 2% | 2% | 2% | 2% |
| Asian | 2% | 1% | 5% | 4% |
| Black or African American | 2% | 2% | 1% | 3% |
| Hispanic or Latino | 2% | 0% | 2% | 1% |
| Native Hawaiian or Pacific Islander | 1% | 2% | 2% | 1% |
| Two or more races | 2% | 1% | 1% | 2% |
| White | 23% | 16% | 19% | 29% |
| BUSINESS MANAGEMENT COMMITTEE | SENIOR MANAGEMENT | INVESTMENT PROFESSIONALS | TOTAL EMPLOYEES | |
|---|---|---|---|---|
| American Indian or Alaska Native | 1% | 3% | 2% | 0% |
| Asian | 3% | 7% | 7% | 5% |
| Black or African American | 1% | 2% | 2% | 2% |
| Hispanic or Latino | 2% | 2% | 3% | 3% |
| Native Hawaiian or Pacific Islander | 2% | 1% | 3% | 2% |
| Two or more races | 1% | 3% | 2% | 1% |
| White | 45% | 68% | 58% | 53% |
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