Diversity & Inclusion
at
Broadridge Financial Solutions
Our associates matter
Everyone benefits from Diversity & Inclusion 1
Diverse and inclusive teams drive growth
Topics
Page No.
Table of Contents
D&I at Broadridge
1–2
Our Commitment
Our Approach
3
About Diversity & Inclusion
4
D&I Strategic Framework & Strategy Development
5–6
Leadership Accountability
7 – 11
Workforce Development
Diverse & Inclusive Work Environment
11
12 – 13
Contact D&I Team
14
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
2
Our Commitment
At Broadridge, we believe that succeeding in
the marketplace is keenly linked to utilizing the
best in each of our associates and valuing the
importance of individual talents. We are not
solely made up of distinct people performing
different tasks, but a wealth of diverse ideas
and solutions.
While each associate plays an important role in
the progress of our company, true success at
Broadridge comes from our ability to come
together as a team. A team where all
associates are respected, engaged and where
diverse perspectives are valued. We channel
both our similarities and our differences in our
shared vision; making Broadridge an extraordinary value to our clients and
shareholders.
Leveraging diversity and fostering an inclusive work environment is the way we
do business at Broadridge. This is not because we have to, but because each
of us is essential; each of us is indispensable.
John Hogan
President & Chief Operating Officer
Executive Diversity Committee Chair
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
3
1
Our Commitment
Executive Diversity Council
The Executive Diversity Council (EDC) was created in FY’08 to develop and
execute our diversity & inclusion initiative. The Council is chaired by our
President and COO. The council’s members include the presidents of our key
businesses and senior leaders of the functions. The EDC’s purpose is to:
~ Create and sustain an integrated diversity & inclusion strategy
~ Establish an environment in which all associates can contribute to
business results
~ Drive coordinated efforts to advance our diversity and inclusion objectives
~ Serve as a common platform to identify high potential diverse
talent to strengthen the leadership pipeline
EDC Membership
John Hogan – Chair
President, COO
Joe Barra
Ridge
Lily Benjamin
HR
Peter Benzie
Sales
Tom Carey
Europe / Asia
Susan Certoma
SPS
Maryjo Charbonnier
HR
Michael Dignam
Canada
Tim Gokey
Strategy
Mike Hopkins
SPS
Bob Kalenka
ICS
Frieda Lewis
Sales
Charlie Marchesani
SPS
Laura Matlin
Legal
Valerie Norton
HR
Patricia Rosch
Canada
Gerry Scavelli
ICS
Bob Schifellite
ICS
Mark Schlesinger
IT
Dan Sheldon
Finance
Marvin Sims
Finance
Laxmikanth
Venkatraman (VLK)
India
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
4
2
Our Approach
Our vision for Diversity & Inclusion is simple: Our
associates deserve a great place to work. D&I,
as we like to say, is indispensable to that idea.
For us D&I is about building a diverse team of
associates at all levels by actively attracting,
developing, and nurturing our associates
regardless gender, ethnicity, background, sexual
orientation or belief. Inclusion at Broadridge is
about creating a work environment that brings
out the best in all of us. Our diversity and
inclusion efforts are guided by our executive
diversity council, so clearly our senior leaders are
accountable for our work on diversity and
inclusion, but that’s not enough.
Each one of us has to make a difference every day. The way in which we do
that is to demonstrate our values: Trustworthy; Respectful; Engaged;
Accountable; Client-Centric.
By each of us being accountable, by demonstrating these values, we will
continue to build a great company. A company that is diverse and inclusive. A
company we can be proud of.
Maryjo Charbonnier
Chief Human Resources Officer
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
5
3
About Diversity & Inclusion
A Strong
Business Rationale
Our D&I Initiative:
1.
Reflects our global
marketplace
~
~
2.
Enhances our competitive
advantage
~
~
3.
Our associates and clients
are across the globe
Understanding different
cultures impacts growth
Diverse and inclusive teams
drive growth
Our clients have diverse
needs and perspectives
Positively impacts on the
service profit chain
~
~
We know that progress in
D&I correlates to associate
engagement
Firms focused on D&I
outrank others on associate
engagement (40.4% vs.
33.9%)
Diversity & Inclusion Vision
At Broadridge, D&I are about
building a diverse team of
associates at all levels by actively
attracting, developing, and
nurturing the most outstanding
candidates from all backgrounds.
We create and maintain an
inclusive work environment that
fully engages all of our associates
and brings out the best in them.
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
6
4
Several data sources were used to create a D&I strategy, including workforce
data, and internal and external surveys. From these data we developed a strategic
framework. which is comprised by three components: Leadership Accountability,
Workforce Development, Diverse & Inclusive Work Environment.
Through Leadership Accountability we seek to better understand
the composition and dynamics of our workplace environment. Our responsibility is
followed by subsequent strategies and actions in support of our D&I goals.
Workforce Development is essential to keep our associates engaged. We
recognize they are the first link of the service profit chain, responsible for providing
world-class service to our clients.
The Diverse & Inclusive Work Environment component aims to help sustain a
culture that supports our values. It promotes the development of grass roots
initiatives from our business units, based on their respective D&I needs.
Data Sources
Analysis &
Strategic Framework
Recommendations
Leadership Accountability
Representation and
Demographics
(2008 – Present)
D&I Survey
(March 2008)
Gallup Q12
(December 2008)
Great Place to Work
Survey
(September 2009, 2010)
Strategy Development
Strategic Framework
Assessing our Environment
~ D&I scorecard
~ Performance management
~ Executive D&I mentoring
~ International D&I Councils
Workforce
Development
~ Training
~ Website launch
Diverse & Inclusive
Work Environment
~ External partnerships
~ Culture Day
~ Sales D&I Council
~ BPS People Council
~ Local initiatives
In 2008, our initial focus was in the USA, because it has the largest population of
associates. The international regions followed , with India kicking off in 2009
and Canada and Europe in 2010.
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
7
5
Strategy Development
Strategy Development
Coming out of the ADP spin-off in April of 2007, senior leaders were focused
on creating a unique Broadridge culture for our new organization. They were
in full alignment when they decided that diversity and inclusion should be a
strategic imperative in our corporate culture. After the EDC completed its due
diligence and created the strategic framework (leadership accountability,
workforce development, and diverse and inclusive work environment), we set
out to create a three year strategy that would help us achieve our goal of
creating a culture strongly connected to D&I. The following is how we have
laid out our journey.
FY’10: A Foundational Year
~Structure
~Leadership accountability
~Associate involvement
~Globalization
FY’11: Embedding D&I in Our Culture
~Design and deliver D&I education
~ Evaluate policies and benefits
~Strengthen associates’ understanding of
D&I effort
~Integrate supplier diversity process
FY’12: Reaping the Benefits
~Apply for external awards
~ Recognition in the market place as an
employer of choice
~Create a D&I annual report for associates
and clients
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
8
6
Leadership Accountability
International D&I Councils
D&I is a global effort and empowers our international business units to create
their own D&I programs that take into account local cultures and conditions
while under the same overarching guiding principles for all of Broadridge.
~
Gender Inclusivity Council launched in India in 2009
~
Canadian DivIn Council launched in Jan., 2010
~
People & Culture Council launched in Feb., 2010 in Europe
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
9
7
Leadership Accountability
India
Gender Inclusivity Council
Each year sees more focus on D&I
in India as a whole:
~ Rise in women graduates
from colleges since mid- 1990’s
~ Increased number of women in
IT industry as it’s seen as a safe
and friendly work environment
~ Changing ideologies of the Indian
household making it more
common for women to work after
marriage
~ Strategic framework
- Gender inclusivity training
- Leadership mentoring
- Branding : My Advika
Areas of focus for Broadridge India
FY’11
FY’10
~ Gender inclusivity training for
~ Gender inclusivity training for all
associates
select associates
~ Leadership mentoring
~ Women’s leadership talk
~ “Advika” branding program
~ Gender inclusivity on campus
~ Second Cohort of My Advika
Program (MAP) initiated
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
10
8
Leadership Accountability
Canada
Canadian DivIn Council
Diversity and inclusion are currently strong in Canada:
~ Gender split in the business is equitable at most ranks across the
organization
~ Canadian associates consistently report they are treated fairly regardless
of gender or other characteristics
~ Strategic framework
- Mentoring
- Communications
- Inclusion: cross functional networking - Celebrations
Areas of focus for Broadridge Canada
FY10
FY11
~ Formation of a D&I
council with focus areas:
~
Mentoring
~
Communication
~
Cross-functional
networking
~ Celebration
~Celebration: Diversity Jeopardy Day
in which teams were formed to
challenge each other’s diversity
knowledge
~ Mentoring
~ “Departmentz for Dummies”
initiative launched to increase crossdepartmental knowledge
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
11
9
Leadership Accountability
Europe and Asia Pacific
People & Culture Council
Europe and Asia are just beginning to create an D&I focused effort:
~Because of cultural differences, each country in the region will have a specific
strategy
~ Several countries in the region are made up of very few people and will be
challenging to impact
~ Strategic framework
- Development opportunities
- Recruitment
- Inclusion
• Europe Asia Pacific
• Global focus on Integration
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
12
10
Leadership
Accountability
Progress on
Talent Management
~Launched new performance management process in FY’10, creating a
culture that provides feedback and coaching
~Launched a consistent succession planning process in FY’09, including new
talent assessment definitions to identify and grow our talent pipeline
~Implemented “talent broker” process to facilitate internal movement of high
potential talent to key roles
~Created and communicated Broadridge Leadership Competencies in
alignment with our strategic needs to support all our Talent Management
processes
~Started pilots of new talent development programs in FY’11 to continue to
stretch our talent (e.g. Leadership Acceleration Program – LeAP in ICS –
Client Services)
~Providing semi-annual talent updates to the Board of Directors
Workforce Development
2011 Executive D&I Mentoring (Cohort 2)
~40 mentees and 41 mentors
~Mentees are G-23+, 63% of whom are diverse, and nominated by Excomm
~Mentors are G-24+, 77% of Excomm members are participating for the second
time on this program to support the development of our talent
~The program will run for one year, with each mentor/mentee pair meeting
monthly
~In order to double the learning for all participants, each mentee has two
mentors, and each mentor has two mentees
~The BR 360 feedback and Cultural Orientation Indicator (COI) will be leveraged
to support the objectives of this program: development and inclusion
~Reciprocal mentoring will be the approach by which mentors and mentees will
support each other’s development
Associate Development
~Created functional competencies for 30 job families and recommended
development opportunities
~Created 360 feedback tool for assessing leadership competency and
communicated recommended development opportunities by level and
competency
~Launched Broadridge Career Planning process and tools to empower
associates for their development and career growth
~Launch BroadLearn in Spring 2011
~Launch Broadridge Leaders’ University in Spring 2011 with the “New Manager
School” targeted to accelerated development for front-line leaders new to role.
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
13
11
Work Environment
Diversity & Inclusion Partnerships
We partner with external organizations that support us in understanding how
we can be stronger advocates for inclusion internally and externally. While
SIFMA and Catalyst are resources for the organization, WBC offers a select
number of Broadridge associates the opportunity to focus on their
development. We will be rotating WBC participants on an annual basis. The
purpose of partnering with these organizations is to:
~ Align our brand with leading experts in the field
~ Gain useful insights, research, and benchmarking information
~ Offer our associates the opportunity to network and get involved in external
organizations on various subcommittees
~ Attend premier events to which we invite executives, clients and members
• Act as sub-committee
officers
• Attend networking
meetings
• Rising Star mentoring
program
• Member of the SIFMAwide D&I committee
• Participate in various
sub-committee activities
focused on our industry
• Collaborate on major
internal D&I events
• Sponsor annual Catalyst
Awards Dinner
• Participate in research
and best practice efforts
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
14
12
Work Environment
Growing at the Grass Roots in the United States
As Broadridge continues to focus on diversity and inclusion, we are beginning
to see D&I become part of our organizational fabric. Grass roots efforts in
specific business units and locations are beginning to be seen across the
organization. Below are several of our grass root s initiatives among other
efforts:
Sales and Marketing Diversity & Inclusion
Council created in early 2008
Women’s Leadership Forum launched in
January 2010 with two strategic focus
areas: networking and developing
BPS People Council created in late 2009
with a sub-committee focused on diversity
and inclusion
Culture Week conducted in October 2010
in Edgewood and Peabody. Sixty
countries were represented and 1250
associates participated in the diversity
celebration event which gave associates
an opportunity to celebrate and to share
their cultures with colleagues
JSQ Women’s D&I Chapter launched in
November 2010 with three areas of focus:
leadership, development, and networks
Communications
As we continue these efforts, communication to associates will be a key in
creating success. We started our communication process in 2009 and intend
to continue cascading the D&I message across our associate population. The
way we began was:
~ D&I initiative was communicated to global leaders in the Foundations For
Growth meeting in May, 2009
~ EDC members presented D&I to their staff June – October, 2009
~ Business unit presentations provided by the D&I team – 2010
~ D&I initiative was incorporated into Broadridge website – 2010
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
15
13
Contact US
For more information contact a member of the D&I team
Valerie Norton, VP Talent Management & Acquisition at 212.747.5402
valerie.norton@broadridge.com
Lily Benjamin, VP OD-Diversity at 212.747.3889
lily.benjamin@broadridge.com
Hsin Kao, D&I Business Partner at 516.472.5146
hsini.kao@broadridge.com
Our associates matter
Everyone benefits from Diversity & Inclusion
Diverse and inclusive teams drive growth
16
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