Despite the many challenges of the year, we continued to make progress on our commitment to a diverse and inclusive workforce. Throughout 2020, we deepened our efforts around our longerterm strategies for recruiting, developing and retaining talent while rolling out leading-edge benefits such as expanding our Paid Parental Leave Policy across all regions in which we operate.
In early 2021, we launched a new set of Leadership Principles that reflect the behaviors and expectations we have for ourselves in line with our transformation to become a better, stronger bank. Each of us is a leader, representing Citi and playing an integral role in how we adapt to create a winning culture – a culture that drives client excellence, internal controls excellence and operational excellence. These Principles provide the framework for how each of us can take initiative, lead with confidence and drive change.
We are committed to a diverse and inclusive workforce built on the foundation that all employees treat one another with respect and dignity and that everyone feels comfortable coming to work as their whole self each day. While progress has been slower than we would like it to be, we continue to set shortterm goals to increase representation of diverse talent across our firm.
Recruiting
We believe that diversity makes us stronger, and we actively work to ensure that our team is inclusive and representative of our customers and clients. To make progress, we must focus on evolving the way we bring new colleagues into Citi.
We have been accelerating the use of diverse slates in our recruiting, with a focus on having at least one woman or U.S. minority in our interviews for U.S. hires and at least one woman in our interviews for global hires. Beginning in January 2020, Citi expanded the standard for a qualified diverse slate of candidates from Managing Director and Director level hires to add the Assistant Vice President, Vice President and Senior Vice President levels. In 2020, 86% of roles that were posted globally within a qualified slate included a diverse slate of candidates with at least one woman and/or U.S. minority. In 2021, we are expanding this standard to include not one, but at least two women or U.S. minorities in our interviews for U.S. hires and at least two women in our interviews for global hires. The interview panels for these roles should also meet these same criteria.
We also launched a new Global Talent Acquisition Diversity Effectiveness team to provide guidance, tools and expertise to our recruiting team and hiring managers to promote more effective inclusive hiring practices across Citi. We will leverage data, introduce new standards and deploy training and technology to optimize inclusive hiring processes that drive greater diversity, including interview training for all recruiters and hiring managers and new recruitment platforms.
Select Awards and Recognition
- America’s Most Responsible Companies
(Newsweek)
- America’s Most Just Companies
(JUST Capital and Forbes)
- Excellence in Leadership (COVID-19 response)
(Euromoney)
- Corporate Inclusion Index
(Hispanic Association on Corporate Responsibility)
- 100% Score on the Corporate Equality Index (16th Consecutive Year)
(Human Rights Campaign)
- Top Companies for Women Technologists
(AnitaB.org)
- Bloomberg Gender-Equality Index
(Bloomberg)
- The Most Powerful Women in Banking and Finance
Featured seven Citi senior executives among its honorees
(American Banker)
- America’s Best Employers for Veterans
(Forbes)
- Military Friendly Employer: Gold Award
(Military Friendly)
Despite the many challenges of the year, we continued to make progress on our commitment to a diverse and inclusive workforce. Throughout 2020, we deepened our efforts around our longerterm strategies for recruiting, developing and retaining talent while rolling out leading-edge benefits such as expanding our Paid Parental Leave Policy across all regions in which we operate.
In early 2021, we launched a new set of Leadership Principles that reflect the behaviors and expectations we have for ourselves in line with our transformation to become a better, stronger bank. Each of us is a leader, representing Citi and playing an integral role in how we adapt to create a winning culture – a culture that drives client excellence, internal controls excellence and operational excellence. These Principles provide the framework for how each of us can take initiative, lead with confidence and drive change.
We are committed to a diverse and inclusive workforce built on the foundation that all employees treat one another with respect and dignity and that everyone feels comfortable coming to work as their whole self each day. While progress has been slower than we would like it to be, we continue to set shortterm goals to increase representation of diverse talent across our firm.
Recruiting
We believe that diversity makes us stronger, and we actively work to ensure that our team is inclusive and representative of our customers and clients. To make progress, we must focus on evolving the way we bring new colleagues into Citi.
We have been accelerating the use of diverse slates in our recruiting, with a focus on having at least one woman or U.S. minority in our interviews for U.S. hires and at least one woman in our interviews for global hires. Beginning in January 2020, Citi expanded the standard for a qualified diverse slate of candidates from Managing Director and Director level hires to add the Assistant Vice President, Vice President and Senior Vice President levels. In 2020, 86% of roles that were posted globally within a qualified slate included a diverse slate of candidates with at least one woman and/or U.S. minority. In 2021, we are expanding this standard to include not one, but at least two women or U.S. minorities in our interviews for U.S. hires and at least two women in our interviews for global hires. The interview panels for these roles should also meet these same criteria.
We also launched a new Global Talent Acquisition Diversity Effectiveness team to provide guidance, tools and expertise to our recruiting team and hiring managers to promote more effective inclusive hiring practices across Citi. We will leverage data, introduce new standards and deploy training and technology to optimize inclusive hiring processes that drive greater diversity, including interview training for all recruiters and hiring managers and new recruitment platforms.
Select Awards and Recognition
- America’s Most Responsible Companies
(Newsweek)
- America’s Most Just Companies
(JUST Capital and Forbes)
- Excellence in Leadership (COVID-19 response)
(Euromoney)
- Corporate Inclusion Index
(Hispanic Association on Corporate Responsibility)
- 100% Score on the Corporate Equality Index (16th Consecutive Year)
(Human Rights Campaign)
- Top Companies for Women Technologists
(AnitaB.org)
- Bloomberg Gender-Equality Index
(Bloomberg)
- The Most Powerful Women in Banking and Finance
Featured seven Citi senior executives among its honorees
(American Banker)
- America’s Best Employers for Veterans
(Forbes)
- Military Friendly Employer: Gold Award
(Military Friendly)
