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DI VERSI TY AND I NCLUSI ON

DI SCUSSI ON

Agenda
Overview
Findings & Recommendations
Discussion
Overview
Presenting Opportunity
How do we ensure the make up of the field force represents the
demography of the United States?
Approach
Met with Shawn Mackey to understand presenting opportunity
34 interviews were conducted to gain insight
Recommendations provided based on findings
Key Finding #1: NWM Culture
The top criterion are:
Inspiring leadership
High quality people
Strength of organization
Training and development
Financial flexibility/performance bonus structure
Work/life balance
CONTINUE!
Key Finding #2: Organization structure
Rewards are tied to financial outcomes
Training and assimilation processes may reinforce a
non-diverse culture
Current mentorship model is helpful, but could be
more effective
Opportunity exists for broadening prospective client
model and sales success to promote inclusion



Key Finding #3: Recruiting Talent
A diversity and inclusion strategy and plan has been
developed, goals have been established
Referrals tend to be the preferred method of
sourcing
There is a spirit of wanting to help, but limited
responsibility attached


Key Finding #4: Impetus to Change
Diversity is seen as a nice to have but is not
perceived as a driver to success (FR)
Low awareness of the potential impact to future
success
Inconsistent perception of the urgency to change
Millennial generation keenly aware
Recommendations
Establish a strategic communications plan to
communicate the sense of urgency
Revise recruiting strategy to encompass high
achieving organizations with a diversity focus
Target market research around diverse affluent
clients and potential FR recruits
Engage the FR business units in measurement of
diversity goals
START!
Discussion