We define diversity to include — but not be limited to — difference by race, gender, gender identity, sexual orientation, work and life status, ethnic origin, culture, spiritual beliefs and practices, age, level, physical and mental ability, and veteran status.
Our diversity and inclusion strategy provides common direction and clear goals across Wells Fargo. We focus on three areas:
- Team members. We strive for a culture with inclusive policies and programs that attract, develop, engage, and retain the best talent.
- Marketplace. We integrate diversity and inclusion into the business decisions we make every day, including how to increase work with diverse vendors and suppliers.
- Advocacy. We demonstrate leadership and commitment through our interactions in both the workplace and in our communities.
Our priorities and goals are set by the Enterprise Diversity and Inclusion Council led by Chairman and CEO John Stumpf, and comprised of leaders across the company.
- Diversity and inclusion councils and teams are established at the business, regional, and local levels of the organization to help implement programs and initiatives.
- Team Member Networks are an integral part of our commitment to building a diverse and inclusive culture. They are a place for team members to connect, leverage, learn, build their skills, and impact business outcomes.
To implement diversity and inclusion in every aspect of our business, we collaborate with key internal partners including Human Resources, Government and Community Relations, Enterprise Marketing, and Corporate Communications. Diversity and inclusion leaders across the company help to strategically implement inclusive practices and behaviors.
To create accountability and measure progress, leaders receive a diversity scorecard on a quarterly basis.
Enterprise Diversity and Inclusion Council
The Enterprise Diversity and Inclusion Council is chaired by Chairman and CEO, John Stumpf, and is comprised of senior leaders who have been identified by our Operating Committee.
The council meets quarterly and is responsible for:
- Partnering with the Operating Committee to establish goals and set direction in the areas of team member diversity and inclusion, market segment diversity, supplier diversity, and regulatory and external reputation.
- Developing and implementing action plans.
- Supporting alignment and linkages with diversity councils and Team Member Networks.
- Championing diversity and inclusion-related behaviors as the “work of all” versus the “work of a few.”
- Ensuring supporting infrastructure and measurements are in place to drive results across the company.
Team Member Networks
Team Member Networks align with our strategy and are devoted to professional growth and education, community outreach, recruiting and retention, business development, and customer insight. Each network is organized by individuals connected by a shared background, experience, or other affinity.
Our Team Member Networks
- Asian Connection
- Black/African American Connection
- Diverse Abilities Team Member Network
- Latin Connection
- Middle East Team Member Network
- My Generation Team Member Network
- Native Peoples Team Member Network
- PRIDE Team Member Network
- Veterans’ Team Member Network
- Women’s Team Member Network
Quotes from team member network members
Shena: “We have very talented team members who want to feel they have a voice and that their contributions are appreciated. When that happens, all of that talent, engagement, commitment, and pride becomes an integral part of the company.”
Raj: “Team Member Networks offer a forum for everyone at all levels of the company to be together as an equal. This allows open dialogue and brainstorming, and provides a channel where we can capture new and interesting ideas to better serve our customers.”
Cadie: “Having qualified and motivated leaders and team members will continue to make Wells Fargo a desirable and competitive place to work. A more educated, empowered, and diverse team is unparalleled.”
Ravi: “Team Member Networks bring a lot of value to team members who get involved and participate. They offer great development opportunities and strengthen the company’s value proposition to our customers.”
June: “My involvement in TMNs has deepened my sense of self and increased my empathy and compassion for others. I feel accepted, included, and valued at work and, as a result, I have become more confident and comfortable with myself.”
Why is diversity and inclusion important to Wells Fargo? We see differences as an asset. We strive to leverage our team members’ differences to anticipate and meet the needs of our customers and communities while tapping into the innovation and creativity that comes from diverse perspectives.
|Roles ||% Women ||% Minority |
|Board of directors ||44% ||31% |
|Officers and managers ||50% ||30% |
|Professionals ||43% ||22% |
|Technicians ||34% ||34% |
|Sales workers ||31% ||23% |
|Administrative support ||67% ||50% |
|Operations ||39% ||34% |
|Service workers ||35% ||65% |
|Overall ||57% ||40%|