The Greatest Value Comes From the Freedom to be Yourself
At Partfield, we strive to be the best. And being the best comes from our differences—our unique perspectives, experiences, and expertise.
Who We Are Defines How We Move Ahead
In today's complex financial world, we must explore each challenge by approaching it from multiple perspectives. Diversity and inclusion are our differentiating strengths that ensure we continue to look forward.
We aspire to cultivate a diverse and inclusive workplace
in which all employees feel empowered and inspired to
bring their authentic and whole selves to work.
We believe that a diverse and inclusive workplace
enables our people to thrive personally and professionallly,
helping them best serve our customers, business partners,
For illustrative purpose only.
We strive to build
diversity at all levels of
our organization so that
it's reflective of the
communities we serve.
And we seek to stay connected to
through partnerships and DEI support.
A Year of Increased Support for Employees' Self-Care
Companies that actively increase the diversity of their management teams come up with better ideas, create superior services, and outperform their peers financially. Harnessing differences is a business imperative. COVID-19, however, introduced new challenges to attracting, retaining, and advancing a diverse pool of talent. The Partfield 2020 women workshop survey found that the pandemic has disrupted corporate America in ways that have had a distinct impact on women, with one in four women considering ‘downshifting’ their careers or leaving the workforce entirely due to the pandemic.
Recent findings indicate that employees in this position feel unable to bring their whole selves to work during the pandemic and worry that their performance has been judged negatively. Caregiving responsibilities play an important role in this, with mothers bearing more of the burden than fathers. We need to address these issues before they reverse the progress towards diverse workforces made so far.
Communication is at the heart of the solution. Companies must create a culture where contact is encouraged and where there won’t be negative repercussions when asking for help. Conversation and regular chats have become more important in the remote workplace.
"A simple message from senior executives encouraged colleagues to prioritize self-care, in whatever form works best for them."
At Partfield, we have increased how often we talk to one another over the past year, led by our executives and managers. Our ‘ask me anything’ sessions with senior leaders give everyone the opportunity to share what is on their minds. Our employee resource groups have been invaluable, creating opportunities for conversation with ‘tea and talk’ and ‘coffee and connect’ sessions. Colleagues have spoken openly about difficulties with loneliness, general fatigue with the situation, and, as highlighted in the Partfield study, challenges with caregiving.
We’ve also launched campaigns like ‘supporting you now' to help managers and colleagues find the tools and resources that they need, shared through monthly newsletters and manager emails. The ‘notes to self’ initiative were part of our 2020 global mental wellbeing awareness campaign, which recognized the challenges of working from home.
Hearing every voice,
We encourage associates to bring their whole selves to work and their
points of view to the table-because we believe every associate has
something to contribute toward our clients' success.
The story that follows highlights our efforts to make our workplace
more diverse and inclusive and to ensure we,re capturing the insights,
perspectives, and wisdom of all associates.
A diverse and inclusive culture
helps us attract and retain top talent
and strengthens our competitive
advantage in the marketplace.
A Continuum of Corporate Action on DEI
We had 633 ESG-focused engagements in the
second half of 2020.58% of these featured DEI
on the agenda
A few companies
to institutions or
on the Black Lives
Leaders of a larger
set of companies
made public state-
ments about the
importance of DEI
in their company
The majority of
and public comments.
A smaller set of
plans to directly
and public comments.
A select group
position to boost