Diversity officers set the parameters for success

Meanwhile, the TIAA “performs rigorous pay equity analyzes” to make sure it offers opportunities fairly, “said Corie Pauling, director of inclusion and diversity and head of social responsibility. companies at TIAA, Charlotte, North Carolina.

“We are explicit about our focus on equity, which is a tangible space where you can measure impact objectively and quantifiable,” Ms. Pauling said. “We use data points, demographic trends, best practice information.”

Ms Pauling added: “Once people join the organization, we want to see equity in mobility: are they progressing at a relatively fair pace? We also want to see equity in development and performance. “

Ms. Pauling, who has been with TIAA since 2006, assumed her current role with the firm in August 2018.

For Ares management Corp., one area in which the investment firm sets quantifiable goals is recruiting talent. Indhira Arrington, recently appointed chief executive of Ares and global head of diversity, equity and inclusion, said the company mandates various lists to interview first-round candidates.

“This means having a minimum of four applicants, and half of them must be diverse,” said New York-based Ms. Arrington. “We also call on our executive search partners to fulfill this diverse mandate.”

Ms Arrington, who joined the private equity firm in January, added that Ares also conducted a qualitative analysis in which all of its business units received inclusion scores from an external consultant on various dimensions of diversity. , including sex, race, ethnicity, gender identity, veteran status, disability and caregiver status.

“We want to make sure that our strategy, our processes and our policies do not only take into account gender and ethnicity,” added Arrington.

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