THE JUMP
TALENT
TRUST PUSHES GROWTH
Despite the pandemic halting many events, resource groups continued to make an impact. The Asian and Pacific Islander business resource group, for instance, held a virtual cele—SARAH M. MULLINS bration for Diwali, while the LGBTQ resource group celebrated Pride month virtually in June. Another pillar of Fifth Third’s initiative is bias, inequality, or lack of fairness and repre- equitable pay. “We’ve been doing internal pay sentation.” equity analysis since 2011,” says Smith. “After Fifth Third has encouraged employees to the [corporate tax restructure] in 2016, we inbring their authentic self to the workplace, creased our minimum wage by 50 percent from and ultimately those efforts re$12 an hour to $18.” She says CEO verberate throughout the staff Greg Carmichael felt it was importFifth Third and impact the community. The ant that the new law should benefit company reports 100 percent encouremployees as well as the company participation in unconscious bias ages embecause “rising tide raises all boats,” awareness training and set a list she says. ployees to of inclusivity goals to achieve by While Fifth Third is attracting 2025, which include increasing bring their talent and creating an inclusive leadership positions for women authentic environment from the top down, and persons of color, creating a Smith says, the real test is in the self to the workplace without disparity in future. “The real work is going to be What does Fifth Third look like race or gender, and ensuring the workplace. three years from now? How are our staff reflects the customers they serve. Inclusion councils and business resource employees feeling? That trust is built over time. groups further support African Americans, Asian But I think we’ve created a great track record and Pacific Islanders, individuals with disabilities, already that gives Fifth Third the ability to susthe LGBTQ community, Latinos, and women. tain, continue, and grow.”
Fifth Third Bank invests in employee inclusion and diversity with a view to its future talent. When the murder of George Floyd sparked passion around supporting minority communities across the nation and globe, Fifth Third Bank took a stand. The bank was already a leader in striving for employee diversity and inclusion and announced additional investments, including $2.8 billion dedicated to accelerating racial equality, equity, and inclusion. Fifth Third’s initiatives weren’t noticed just locally and within the company—the company was recently named to Forbes list of Best Employers for Diversity in 2021. Leading the charge is Senior Vice President and Chief Inclusion and Diversity Officer Stephanie Smith, who’s worked at Fifth Third Bank for more than 20 years. “We knew this work would have implications for all other of our diverse groups,” she says. “We understood that whenever we’re looking at solutions for the most marginalized in our communities, it would have implications for every other group where there might be a 12 REALM FALL 2021
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