Kimberly Moore-Wright is Truist’s CHRO, where she’s passionate about creating an inclusive environment that empowers teammates to grow and have meaningful careers.
By Kimberly Moore-Wright
There’s a phrase I once heard that always stuck with me:
“If everyone around the table looks the same, you’re making the wrong decisions.”
How poignant… and true.
I know I’m not the only one who has been the sole woman in a meeting, or the only African American. Sometimes, I’ve been both. But I’ve always found that when you’re able to provide a different lens to a situation – when your experiences or perspectives differ from the majority – you add tremendous value. Innovation is born when people think differently. That’s why DEI has always been an advantage. Not just in business, but everywhere.
I’m lucky to work for an organization that shares these sentiments and who makes DEI a priority. And while most companies understand the benefits DEI provides, there’s something about Truist that’s just a bit different. We’ve made DEI a part of our purpose to inspire and build better lives and communities; our mission to create an inclusive and energizing environment; and our values of “One Team” and “Caring” – where everyone matters, and together, we can accomplish anything.
These notions motivate our 55,000 teammates every day, and why you’ll find DEI reflected in every aspect of our business – from our products and solutions, to our partnerships and giving, to our benefits and hiring practices.
Of course, there’s always room to improve – something we strive for continuously. 45% of our Board is diverse, as is 21% of executive leadership. We also have goals to increase diversity in senior leadership from 12% to 15% by 2023, and ensure ongoing pay equity reviews. But rather than list all of the DEI programs we have in place to move the needle, I’ll share a few ways Truist stands out in making DEI a priority.
First, it’s in our relationships. We have a dedicated diversity recruiting team that collaborates with partners across our company to ensure we’re always investing in and empowering diverse teammates. Every team has diversity goals, and we hold them accountable. We’re also deepening our partnerships with colleges and universities, especially HBCUs, to provide opportunities that help students thrive. To help, we pledged $20 million in support of HBCUs, co-sponsored the 2020 HBCU Battle of the Brains competition, participated in an HBCU Leadership Summit, and created signature programs that give students business experience. Through the Truist Leadership Institute, we facilitated a virtual fireside chat with HBCU presidents and chancellors, representing 27 HBCUs across our markets.
Next, it’s in the way we listen. We have eight business resource groups representing all dimensions of diversity, and we regularly meet to understand how we can do more to attract diverse talent. They provide referrals through their networks, act as Truist’s voice, and represent us well in our communities. We’re always tapping into their insights to make Truist better, and we’ve implemented mentorship and sponsorship programs, leadership coaching, and partnered with diverse organizations as a result of their feedback.
And finally, it’s in our heart. Our leadership truly believes in DEI and works diligently to stand for better. During COVID-19, we partnered with 12 HBCUs to provide financial assistance to students who were struggling and the technology they needed to continue their learning. We’ve also publically denounced social injustices and provided financial support to nonprofits committed to DEI.
Bottom line: we know everyone has career options. That’s why we’re passionate about ensuring we aren’t just checking off boxes, but living the values we’ve instilled. We want to be a magnet for top talent – an employer of choice that reflects the diversity of all we’re privileged to serve. I can assure you: we’ll never stop working to make a difference… or looking around the table to ensure diverse representation, equity, and inclusion.
Learn more at truist.com/DEI.
