myGwork - LGBTQ+ Business Community’s Post

JPMorgan Chase & Co., Corporate Coalition Leadership Council Member, makes the business case for fair chance hiring and projects that it will strengthen the workforce and could add $87 billion to the economy. “We have too many people on the sidelines because they have some type of criminal record that is keeping them from being able to get their foot in the door for a job, find stable housing, or even get an education that will help them get a better job,” says Nan Gibson, Executive Director PolicyCenter, JPMorgan Chase & Co. “We’ve changed our own business practices to make hiring people with criminal records part of our inclusive hiring strategy.” And the results are telling: over the last three years, 10 percent of JPMorgan Chase’s new hires in the U.S. (over 4,600 in 2022) have had criminal backgrounds that had no bearing on the roles they were hired to perform. #fairchancehiring #secondchancehiring #businessUNusual #Chicago #access #equity #inclusion #businesspracticechange #hiring

Is it appropriate for me to post this on LinkedIn? I'll give it to you? Today, in the afternoon. At 4.30 p.m., I interviewed a woman for the post of Assistant Manager. The candidate has gone through 7 steps at the Barclays where I work. She has 14 years of valuable professional experience. She must have been in her late 30s. Throughout the interview, she seemed assertive & outgoing. I asked 1 simple question, which I believe any typical graduate or undergraduate student could readily answer. My query was, "Can you tell me something about yourself in two or three minutes?" She went blank...?? I quickly realized she was nervous. I calmed her down again & asked the same question to break the ice. After 10 minutes..?? I asked her the same aforementioned question? Once again, she sweated profusely & was blank & silent. Naturally, I said no to her & declined her candidacy. As soon as she left our premises - Barclays, Sector 62, Noida. I have to ask myself, what went wrong? Was she uncomfortable, or had I asked a question that was too personal or challenging for a 14 years experienced professional to answer...?????? 🤔🤐😯🙄 Where did I go wrong as a hiring manager on behalf of the Barclays..?? 😲 #JOBINTERVIEWFAIL, #INTERVIEWFAILURES, #JOBINTERVIESFIASCO, #INTERVIEWANDNERVOUSNESS,

Spread the word, We are #hiring for Fresh Graduates that graduated with finance related degrees. Want to know more? Click the ad below #freshgraduatehiring #hiring

Last week, we sent a letter to the Securities and Exchange Commission (SEC) requesting that the agency investigate Goldman Sachs for “possible violations of the securities laws.” The investment bank and financial services company has publicly pledged to “meet targets for a more diverse workforce” while simultaneously funding anti-diversity organizations that are attacking diversity, equity and inclusion efforts at companies and organizations. NIWR was motivated to request the SEC investigation as an organization that works towards economic dignity for all workers. Without proactive efforts to break down barriers that have traditionally excluded women and people of color from opportunities at work, discrimination will operate unchecked. Recent research confirms that such discrimination continues to occur at major employers that do not have systematic, proactive approaches to hiring. NIWR is urging companies to not back away from efforts at diversity and inclusion and pointing to the increased litigation risk that will result if proactive efforts at combating discrimination are abandoned. https://lnkd.in/dTtgdxeX

As Second Chance month comes to a close, JPMorgan Chase & Co. continues to lead the charge for change! With a strong commitment to creating opportunities for individuals with criminal records, the Fortune 500 company is making strides in inclusive hiring practices and advocating for policy solutions. Read more about their efforts and the “why” of their actions in the article below. #SecondChance #InclusiveHiring #PolicyChange #OpportunityForAll #SecondChanceMonth

Are you like these folks? If you’re not measuring using the 10% metric, you may be.   Their story: It’s a much bigger business than most. They’re proud of who they are, not only as a successful business with dozens of locations, not only as employers of more than 5,000 folks nationally, but also as corporate citizens. They have a well-organized philanthropy division; and all kinds of outreach protocols. As is relevant here, they advertise themselves as a fair chance hirer, and believe they are. They aggressively avoid asking about criminal records until after a job offer, and often put new hires to work immediately, if provisionally. When a background check, done only after a hire, reveals a record, they have a protocol for that. They have a committee which sits down with the candidate and interviews her or him.   Couldn’t be fairer, they say with pride. They give themselves a hiring grade of A+. But they’re wrong. It’s not an F, maybe, because they’re trying. And that’s not a little thing. But using the 10% metric exposes, they’ve earned a D+ at best.   In a previous post we described how a director of JPMorgan Chase & Co. testified in a state senate hearing as to their support of The Clean Slate Initiative, and that the bank had a 10% rule as to new hires being at least 10% from the justice-impacted population.   70 million workers have criminal records. That is more than 35% of the potential workforce. We at the Fair Chance Alliance preach the profitability and competitive advantage of accessing this population; how to find the best of the best, risk-assessed high-loyalty, low turnover among them. We stress that it is immensely profitable. Why? First because it is, but second, we believe that is the way to change everything for the better.   How much would you give to any cause you support if doing so actually made you money? If ending hunger, saving the whales, stopping pollution from choking our rivers, childhood cancer, any of it worked so that if you gave a dollar you got back three dollars immediately, wouldn’t it be wonderful? Fair Chance hiring works like that, and we spread that word to make it viral.   Do the math: 10% is a low bar. If you’re not doing that, clearly what you’re doing isn’t working.   Our friends? Out of their more than 5,000 employees, less than 1% were justice impacted.   What failed? Well, the good news is, it’s easily cured. But it’s not automatic. At the beginning of this kind of hiring funnel, businesses shut the door on over 90% of potential candidates without knowing they do. At the end of this well-intentioned hiring funnel, the hiring committee is left to do risk assessment without evidence-based information. And everything in between is equally flawed. (See “chokepoints” in our website for a more fulsome discussion.)   Fair chance hiring is a necessity for modern businesses. Without it you can’t compete. On every level it’s not a 10% rule, it’s a 10% advantage. Here the right thing and profits align.  

Does Anyone Really Care About Hiring Diverse Talent in the Financial Services Industry? In the fast-paced world of Financial Services, where innovation is the name of the game, it's easy to overlook the importance of diversity and inclusion. But let me tell you, it matters – it matters a lot! As the head of the Tech team at Top Tier Recruitment, I've had the privilege of witnessing the transformative power of diverse talent firsthand. When people ask me, "Does anyone really care about hiring diverse talent in the Financial Services industry?" I respond with a resounding YES, and here's why: 1.      Innovation Thrives on Diversity: Diverse teams bring a multitude of perspectives, experiences, and ideas to the table. In the ever-evolving Financial Services sector, this diversity of thought is a game-changer. It fuels innovation, fosters creative problem-solving, and ultimately, propels our industry forward. 2.      Better Decision-Making: Diverse teams make better decisions. A study by McKinsey found that companies with greater gender and ethnic diversity are 33% more likely to outperform their peers. In a high-stakes environment like Financial Services, making sound decisions is paramount. 3.      Reflecting Our Clientele: Our clients come from diverse backgrounds, so it only makes sense that our teams should too. A diverse workforce is better equipped to understand and cater to the unique needs of our clients, enhancing customer satisfaction and loyalty. 4.      Attracting Top Talent: Talented individuals are drawn to organisations that value diversity and inclusion. By actively seeking out and hiring diverse talent, we position ourselves as an employer of choice, attracting the best and brightest minds in the industry. 5.      Fostering a Culture of Inclusion: Diverse hiring isn't just about numbers; it's about creating an inclusive workplace where every voice is heard and valued. This not only boosts employee morale but also leads to higher retention rates and a stronger, more united team. We take these principles to heart. We've made it our mission to focus on hiring diverse and female talent within the Financial Services industry. Our Tech team is a testament to the incredible contributions of individuals from various backgrounds and experiences. So, to answer the question: YES, we do care about hiring diverse talent in the Financial Services industry, and I challenge my fellow industry leaders to join us in this mission. #DiversityandInclusion #FinancialServices #HiringDiversity #InclusionMatters #ChangeMakers Let's continue this conversation and drive positive change in this industry! Paul Smyth Fidelity International Fidelity Investments Bank of Ireland New Ireland Assurance Zurich Insurance Aviva permanent tsb AIB

“Without questions there is no learning” Day 21, Reason 21 –   It is my 6th #WorkAnniversary month at Citi and basis my experience and observation – I am sharing with you one reason to join Citi every day. #LeadershipAtCiti promotes employees to Ask Questions - Why This ? Why Now ? Why us ? Asking questions allows us to clarify the direction of a project and learn new things. Asking questions could also bring a new perspective to a task that might not have been considered before. Join us where you have a #culture and environment to clarify your doubts freely Jobs.citi.com #CitiCareers #Citi #CitiProud #LifeAtCiti #KnowCitiBetter #WorkAnniversary #ReasonsToJoinCiti #Belongingness

1️⃣2️⃣ Wells Fargo employees lost their job for this, and I don't envy their next employer. SeekingAlpha.com recently reported that WellsFargo.com terminated over a dozen employees from its wealth and investment management division following an investigation into allegations of faking work. The reason? These employees reportedly used mouse jiggers to move the cursor on their computers, making it seem like they were working while they were actually away from their desks. This method kept their status green, showing they were active and working. While going through this update from Recruit CRM marketing team, I was troubled about the consequences that bad hires can have on the business. Bad hires can be fatal for the company. The best way to avoid bad hiring decisions is to conduct pre-employment tests that analyze the candidates' personalities and skills to determine if they fit your company's culture. Some of the best tools for pre-assessment are- TestGorilla eSkill iMocha Codility 💡Inspired by Recruit CRM 💡 Get industry tips to upgrade your skills by subscribing here: https://lnkd.in/di7hic_d #recruitmentmarketing #employerbranding

Day 23 : Reason : 23 Citi puts “Employee First”, the employee centricity is not just limited to benefits but is a combination of a lot of things, I would like to list down some critical ones;   1. #Onboarding & #Induction : The Experience starts from the time when we apply for the position with Citi. I still remember my days, it was a delight, the application process, interview , communication , onboarding was seamless. With Citi , #CandidateExperience /Feedback is given utmost importance & we continually look at improving ourselves. The #InductionProcess is robust, plan to get #NewJoiners acquainted with the New World , get them comfortable with the New Frameworks , systems, processes , policies etc., can be overwhelming , but is managed extremely well 2. #Work : Workers are equipped with the right tools & training support to perform their duties optimally , icing on the cake – you are free to decide your on pathway to hone your skills , sign up for voluntary assignments/projects – which will help you learn & grow, employees are requested for timely feedback with a clear objective that #LeaershipAtCiti is invested in every employee’s Success 3. Leadership : #LeadershipAtCiti has developed framework & Principles which are in sync with our Mission of “Enabling growth & Economic Progress” – #Excellence remains the core in everything & anything we do 4. #Trust & #Transparency : comes with constant seamless #Communication – via Emails, townhalls, webinars, trainings, meetings & Stand ups, proactive communication keeps the transparency levels high 5. #Belongingness : Employee Surveys, Constant timely feedback sessions, open house, a platform to share feedback & ideas and an open door policy make you feel you are a part of this big Citi Family – you are a part of the system – you are responsible & accountable for everything that happens here – so take charge of every action Join Citi an Organization which understands what matters the most to people, https://jobs.citi.com/ #CitiCareers #CitiProud #ReasonsToJoinCiti #LifeAtCiti #Belongingness #CitiIndia