DS News

59 PAYING DIVIDENDS Actively pursuing diverse hiring practices provides benefits, according to Young. "We have found over the years that by managing and promoting diversity and inclusion efforts, it improves company morale and positivity in our workplace," Young said. "ere is no doubt that there is more [industry] focus on diversity, as there should be," Gaines said. "We have to make it a priority. Everyone should have a voice; if you don't allow for that, you are missing out. If you don't think about it, you are behind." Without a diverse staff, a company doesn't know what it is missing, Gaines added. "It takes all kinds of people to make the world go around," she explained. "Successful companies are the ones that have the most diverse, engaged employees." CoreLogic's Graper said that the company's commitment to diversity and inclusion is reflected in its core values and its leadership principles, both of which serve to guide the company's daily actions and drive accountability. Graper added that the company's diversity and inclusion efforts encourage all employees to bring their point of view to work every day. Subotic explained that hiring diverse team members helps build a company's commitment to diversity and inclusion organically. "[Diverse people] … are more accepting of diversity," Subotic said. "When we started this … we didn't know it would create as much success as it has, but we did believe it could." Subotic said that WestPac employs open communication through one-on-one meetings with leadership and mentors as well as anonymous surveys to obtain feedback on its diversity efforts, using the information to quickly make changes before any small issues become larger ones. "As our advisors see that their feedback creates change, they feel more inclined to openly speak with us. We also believe in supporting our advisors in every aspect of their business. Our associates know that they can become leaders in the company and in the industry with our help, and our help is open to each of them. ey can rise to the top, not because of or despite their background, but because of their hard work and great performance." ere have been challenges, Subotic admitted. "is hasn't always worked perfectly. We have hired people who were not a fit for our culture, and that's okay. ose people were good people too, they were just a better fit for a different work environment, and we are pleased that we were able to help find the right place for them." ough the industry is still looking to improve, and women and minorities still face career challenges, Gaines said that those seeking industry careers shouldn't let those challenges get in the way. If these are still obstacles you are facing, perhaps you aren't working at the right company and it's time to look elsewhere. Time is precious and job happiness is critical, don't let others take this away from you. "Sometimes, we can be our own worst enemy thinking we aren't good enough or we don't have what it takes. I encourage everyone that they are worth it, they are valuable. Inclusivity is important." "We've made improvements year over year, but there is always room to do better," Oyewole said. "We are committed to providing a safe and fair environment for all employees, and we will continue to maintain a place where all people are respected and have equal opportunity for success." Phil Britt started covering mortgages and other financial services matters for a suburban Chicago newspaper in the mid- 1980s, before joining Savings Institutions magazine in 1992. When that publication moved its offices to Washington, D.C. in 1993, he started his own editorial services room and continued to cover mortgages, other financial services subjects, and technology for a variety of websites and publications. "We need to challenge our hiring processes. There can be unconscious bias. You need to look at what you can do to eliminate that." —Ulysses Smith, Head of Diversity, Inclusion, and Belonging, Blend

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