N O R T H E R N T R U S T Diversity Best Practices Service … · 2016. 7. 19. · and...

© 2009 Northern Trust Corporation

Service Expertise Integrity

Mark David WelchSenior Vice President

Global Diversity Director

N O R T H E R N T R U S T

Diversity Best Practices

Deepening Accountability

& Broadening Reach In Lean Economic Times

MARCH 26, 2009

IntegrityExpertiseService2 Diversity Best Practices: Northern Trust Global Diversity

Northern Trust’s Client Centric Focus

Global Reach and Powerful Resources Delivered Locally

Individuals

PrivatelyHeld

Businesses

Families

FamilyFoundations

Family Offices

Personal

Financial

Services

Government Agencies

Taft-Hartley

Foundations / Endowments /

Healthcare

Pension Funds

Large Corporations

Investment Management Firms

Insurance Companies

Corporate &

Institutional

Services

Our Clients

Northern Trust Global Investments

Worldwide Operations & Technology


Northern Trust’s Client Centric Focus

Global Reach and Powerful Resources Delivered Locally


Our Continuous Objective

To ensure diversity is transformed from a United

States-centric, affirmative action and equal

employment model, to an inclusion-based,

globally practiced business strategy.

2009 Diversity Focus

The Diversity Vision



Diversity at Northern Trust

We seek to employ individuals from a wide spectrum of attributes

such as race, gender, physical ability, age, sexual orientation,

religion, culture, geographic location, national origin, language,

and professional, educational and experiential background.

Diversity powers innovation. By fostering an inclusive environment,

we elevate employee engagement—enabling our people to

effectively contribute, and their collective mix of attributes can

serve as a catalyst for innovation through diversity of thought,

ability and perspective.

� Why does it matter?

� What is Diversity at Northern Trust?


THE OLD DIVERSITY PARADIGM:

Based in compliance and striving to become strategic


Paradigm Shift: What Matters Now?

ComplianceCompliance DiversityDiversity InclusionInclusion

THE NEW DIVERSITY PARADIGM:

Effectively leveraging diversity & inclusion for business success



Diversity, Employee Engagement & Financial Performance

Innovation powered by diversity is contingent upon an inclusive environment,

coupled with the willingness and ability of employees to contribute to Northern

Trust’s success, in other words, to be engaged.

And there is a strong correlation between employee engagement and

organizational performance.

Source: Closing the Engagement Gap: A Road Map for Driving Superior Business Performance: Towers Perrin Global Workforce Study 2007-2008.



Employee Engagement and Individual Performance

The level of employee

engagement correlates with

how employees view their

ability to impact the business.

The percentage of employees

who believe they can impact a

variety of business metrics —

from quality to profitability to

innovation and cost —

increases along with their level

of engagement.

Source: Closing the Engagement Gap: A Road Map for Driving Superior Business Performance: Towers Perrin Global Workforce Study 2007-2008.


Corporate Leadership Council Research on Attracting and Retaining Employees, 2007

Only 3 out of 38 Employee Engagement attributes are critical for driving both attraction and commitment across all major talent segments and geographies

�Development Opportunities

�Career Opportunities

�Respect by Management

NT Engagement Index

� Satisfaction with opportunities to improve skills

� Satisfaction with performance feedback and recognition

� Satisfaction with career development and learning opportunities

� Sr. Management shows that employees are important to success

Top Drivers of Employee Engagement

� Career Growth Opportunities

� Opportunities for Professional Development

� Trust and integrity of managers

� Line of sight

� Pride in company


The Employee Engagement Landscape at Northern Trust

Northern Trust EmployeeOpinion Survey 2007

2006 Conference Board Review of 12 major studies of Engagement/ Retention:Factors Common to All

Studies validate internal consensus on employee engagement and highlight opportunities for improvement



Leveraging Northern Trust’s Global Diversity Infrastructure

� Global Diversity Council

� Serves as the primary driver for generation and implementation of internal and external diversity initiatives and priorities, identified through sub-councils and aligned with corporate strategic business goals

C&IS DiversityCouncil

C&IS DiversityCouncil

Bu

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Res

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Co

un

cil

s

Bu

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ess

Res

ou

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Co

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cil

s

Glo

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ory

Bo

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(s)

Glo

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(s)

NTGI DiversityCouncil

NTGI DiversityCouncil

PFS DiversityCouncil

PFS DiversityCouncil

WWOT DiversityCouncil

WWOT DiversityCouncil

Global

Diversity

Council

Global

Diversity

Council

Established multi-tier diversity activism, management and leadership in all aspects of our business…

� Business Unit Diversity Councils

� Identify and respond to the internal and external diversity challenges and opportunities that may be unique to and addressable in the respective business unit, as well as identifying issues for the Corporate Diversity Council

� Global Advisory Board(s)

� Identifies the cultural nuances and competencies that define diversity in their respective societies and works with the Corporate Diversity Council to bridge any disparities between diversity initiatives in the United States and abroad

� Business Resource Councils

� Serve as the primary incubators for ideas and partner with the organization to drive retention, recruitment, cultural change and market development across diverse communities



Business Resource Councils: Professional Development

� Providing partners with the requisite tools to broaden their skill set, advance their

careers and positively impact the organization on a global basis

� Reach: 2000+ Partners. Quarterly programming delivered in a safe environment that

acknowledges cultural, gender and generational differences


2009 Diversity Focus: Raising The Bar

Expanding the CareerVision Program to all Business Units

� Reach: 2500+ Partners Building leadership skills and behaviors required for

success in future roles and populating a pipeline of diverse candidates beginning

at the Officer level


� Deepening our commitment to developing female leadership talent

� Reach: 315 Partners. Building leadership competence that truly differentiates performance, and fostering the ability to effectively manage through change, ambiguity and uncertainty


Leadership Development Forum: 2008 Alumni & 2009 Class



The Change Platform: Strategic Priorities for Diversity Now

� Building an increasingly diverse personal client base

� Affluent Multicultural Market Coalition & DreamMakers’

� Building a platform to understand and address generational differences and their impact on attitudes about wealth and decision-making

� Building market share and brand presence through targeted programming and advertising in segment-specific publications tailored to people of color, women, people with disabilities and the LGBT community

� Strategic marketing and leverage of Northern Trust’s diversity practice in the institutional space

� The growing importance of diversity as a vital business resource for innovation and global business competence among institutional clients

� Diversity as an element of corporate social responsibility and socially responsible investing

� Exponential growth in C-suite decision-makers of broadly diverse backgrounds, that value doing business with like-minded organizations

� Extending the Northern Trust Diversity brand to leverage thought leadership opportunities and corporate social responsibility profile

� Executive engagement with educational institutions, diversity-focused professional associations and talent acquisition opportunities

� Utilizing public relations for proactive outreach and maximize positive exposure



The Change Platform: Strategic Priorities for Diversity Now

� Expanded talent acquisition and people planning capabilities

� Development of Northern Trust’s Global People Plan

� New Global Job Posting Policy focused on development of diverse candidate pools for all open positions

� New Global job posting process including training for hiring managers

� Robust talent management and career development opportunities for all partners

� Rollout of the Career Development Toolkit from Global Learning & Development

� Enhanced talent review process and utilization of assessment tools to deepen our understanding of our talent and how to most effectively deploy it

� Career Vision pilot programs in WWOT, all business units in 2009

� Leveraging Northern Trust’s Business Resource Councils

� To recruit, retain and develop talent from a broad array of backgrounds, and to advise on client relationships and business development opportunities

� Ensuring broad-based accountability for progress on diversity initiatives

� Scorecards for Management Group as a whole and individual Management Group members



Targeted Diversity Leadership Messaging Themes



The Change Platform: Individual Diversity Accountability



The Change Platform: Enterprise Diversity Accountability

© 2009 Northern Trust Corporation

Service Expertise Integrity

Mark David WelchSenior Vice President

Global Diversity Director

N O R T H E R N T R U S T

Diversity Best Practices

Deepening Accountability

& Broadening Reach In Lean Economic Times

MARCH 26, 2009

N O R T H E R N T R U S T Diversity Best Practices Service … · 2016. 7. 19. · and...

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