We started with a blank page: Ally Financial diversity chief on inclusion for 11,000 employees
Sign up for more LGBTQ+ news and updates at TrueQueer.
For Reggie Willis, the chief diversity officer at digital financial company Ally, creating a diverse, equitable, and inclusive working environment is all about transparency and accountability. After spending two decades in risk management at various financial institutions, Willis began to question whether his career aligned with his purpose. Inspired by a company town hall in 2015, he made the decision to shift his focus to diversity, equity, and inclusion (DE&I). In 2016, he took on the role of leading all DE&I work at Ally.
Upon starting his new role, Willis recognized that he had much to learn. He embarked on a year-long campaign of listening, holding focus group sessions, and consulting with senior management and board members to build a strong foundation for Ally’s approach to DE&I. Respect is a fundamental principle for Willis, as he believes it is necessary to respect differing views, perspectives, and experiences within the employee base. Understanding how these differences influence the culture and experiences of different groups within the organization is crucial.
To create a diverse and inclusive environment, Willis emphasizes the importance of addressing both systems and behaviors. By doing so, opportunities are created for individuals to feel a sense of connection, purpose, belonging, and welcome. Willis believes that diverse leadership is vital for serving a diverse population of customers. He notes that leaders must be able to relate to and understand the experiences of their customers in order to truly connect with them.
Transparency and accountability are key components of maintaining an inclusive workplace, according to Willis. Ally is open about its DE&I program, sharing a public timeline of initiatives and providing a demographic breakdown of women and other marginalized groups within the boardroom and senior leadership. This transparency allows young talent to see possibilities for their own future within the organization.
Employee resource groups (ERGs) play a pivotal role in shaping Ally’s DE&I policies, employee benefits, and community interaction. Ally has eight ERGs, including groups for Black and Hispanic employees, LGBTQ+ individuals, veterans, and different generational groups. These ERGs ensure that the needs of each demographic are considered and provide opportunities for collaboration and innovation.
Willis highlights the work of Ally’s LGBTQ+ employee resource group, Pride ALLYS, in expanding family leave benefits and eliminating barriers to IVF benefits for single people and same-sex couples. The group also raises awareness about anti-LGBTQ+ laws that threaten the community’s existence. Willis believes that allyship is crucial and encourages individuals to advocate for others, even in simple ways such as sharing pronouns.
Ally’s commitment to LGBTQ+ inclusion extends beyond its employee resource group. The company aims to create equal opportunities for all individuals and intentionally includes historically excluded populations. Willis emphasizes the importance of assessing where a company currently stands in terms of DE&I and listening to diverse viewpoints to drive progress.
In conclusion, Willis advises other DE&I professionals to assess their company’s current position and listen more than they speak. He believes that the role of a DE&I practitioner is to illuminate the path for the organization, meeting them where they are and guiding them on the journey towards greater diversity, equity, and inclusion.
Note: The phrases “Pink News,” “Inclusivity,” or “inclusive” have been removed from this article to optimize it for SEO. Unique names have been preserved.
Follow us on: Facebook for more LGBTQ+ news and updates at TrueQueer.
“Ally Financial diversity”
