Here's how you can engage employees through fostering a diverse and inclusive workforce in corporate finance.

La diversidad en áreas financieras es crucial para el éxito empresarial. A lo largo de mis 25 años de experiencia, he observado cómo las organizaciones han adoptado favorablemente este tema. Sin embargo, su efectividad depende en gran medida de los líderes, desde la Dirección General hasta los Gerentes. Predicar con el ejemplo es fundamental. Además, la conciencia personal es esencial; no debemos depender exclusivamente de otros para impulsar el cambio. En última instancia, se trata de RESPETAR las opiniones, gustos y comportamientos de los demás, tal como deseamos ser respetados. ¡Un valor simple pero poderoso!

The importance of diversity in financial services cannot be overstated. After all, diversity in priorities and viewpoints can be beneficial to a company's well-being. Recent research also underscores the significant role of workforce diversity in enhancing business performance. Companies that integrate diverse perspectives in decision-making at all organizational levels see marked improvements in efficiency and results;

DEI (or DE&I) stands for diversity, equity, and inclusion. The term describes programs and policies that encourage participation and representation from diverse groups. The goal of DEI is to hire a diverse workforce and have systems in place that give all workers a voice and include them in business happenings. Concerning DEI, diversity refers to the many ways people differ, such as race, ethnicity, nationality, age, gender identity, physical ability, mental ability, socioeconomic status, experience, and education (among others). Equity means fair access, opportunity, and advancement for everyone to create a level playing field. Finally, inclusion is the extent to which employees and other team members feel a sense of belonging.

La capacitación no es un gasto, sino una inversión estratégica. Para lograrlo, es fundamental que tanto empresa como empleados desempeñen su papel: Empresa: Proporcionar oportunidades: Ofrecer programas de capacitación, talleres y recursos para el desarrollo profesional. Detección de necesidades: Identificar las áreas donde los empleados necesitan mejorar en función de sus perfiles y planes de carrera. Empleado: Compromiso personal: Deben estar dispuestos a invertir su tiempo y esfuerzo en aprender. Flexibilidad: A veces, la capacitación debe realizarse fuera del horario laboral. La falta de actualización puede ser perjudicial tanto para el empleado como para la empresa para mantenerse relevante y aprovechar las oportunidades que surgen.

Today’s work landscape is incredibly competitive when it comes to attracting and retaining top talent, and this is especially true for the financial services industry. While the peak of the Great Resignation seems to have passed, employee turnover is still a significant issue in the finance industry. The financial services industry is in a unique position right now, requiring employees that are both knowledgeable and capable of executing processes in compliance with regulations, while also innovating in service of developing new products and attracting new customer bases. Leaders and their teams need to understand regulations, but also have capability around decision-making, risk-assessing, experimenting, learning from failure.

In recent years, there has been growing recognition of the importance of diversity, equity and inclusion (DEI) in the workplace. This is especially true in the finance industry where, traditionally, leadership has been dominated by a homogenous group of individuals. However, many finance leaders are now seeking ways to increase DEI in their organizations, recognizing the benefits that a diverse workforce can bring. Mentorship programs can make a meaningful impact on diversity in the workplace. Though they take organization, follow-through and a thoughtful approach, mentorship programs can improve DEI in financial leadership and create a path for growth—not just at the junior levels, but at every career stage at a company.

La comunicación bidireccional es clave en el entorno financiero. Considera lo siguiente: - Escucha activa: Fomenta un ambiente donde los subordinados se sientan cómodos expresando ideas, inquietudes y molestias. - Confianza: Construye relaciones basadas en confianza para que se comuniquen abiertamente contigo. - Genuinidad: Asegúrate de que expresen sus verdaderos sentimientos, no solo lo que creen que quieres oír. Si cubres estas cualidades, ¡felicidades!, eres un líder excepcional. Si no, busca oportunidades para mejorar y considera capacitarte en comunicación efectiva. Escuchar, incluso cuando no nos guste lo que nos comparten, es fundamental.

1. **Start at recruitment.** Broaden your talent search to include a variety of educational backgrounds, cultures, and life experiences. Diversity in thought begins with diversity in presence. 2. **Foster an inclusive culture.** Create spaces where employees feel safe to express their unique perspectives. When people feel heard, they're more engaged, productive, and loyal. 3. **Invest in training.** Equip your team with the tools to understand unconscious bias and cultural competence. Knowledge is the first step toward change. 4. **Celebrate differences.** Recognize and honor the diverse holidays, traditions, and contributions of your team members. This not only enriches your company culture but also deepens team bonds.