Breaking down the barriers to an inclusive workplace culture

Commitment to diversity is core to global bank Citi’s values, according to Cecilia Ronan, chief executive Citibank Europe and Citi country officer Ireland. “Over the last year, there has been continued momentum to increase diversity at Citi and to create a transparent and inclusive workplace,” she says. “While we have more to do, we are proud of where we are headed. We use our voice and leverage our policies as a global company to reaffirm our values and our commitment to the rights of all our employees.”

Business leaders at all levels of the firm are directly involved and held accountable for progress in advancing diversity and inclusion. “We have increased the level of transparency around these efforts, which underscores our commitment to drive change across our firm,” says Ronan. “Our diversity networks – our global grassroots employee-led networks – have been in existence for 18 years globally. Through these networks, we reinforce the company’s diversity priorities and goals.”

In Ireland, Citi has a number of active diversity networks – Citi Women, Citi Pride, Citi Roots, Citi DisABILITY, and Families Matter. “Our Green Team also falls under the umbrella of diversity networks in Ireland,” Ronan points out. “The chairs of each network act as champions for the priorities and needs of each demographic, both within the company and externally. In Ireland, our networks are thriving as senior leaders are engaged with talent at all levels to create new models of working to support a culture of inclusion in all that we do.”

Each network has a number of key programmes. For example, Citi Women’s key programmes are leadership, skill and knowledge; women in technology and innovation; and mentoring. The mentoring programme has been in place for 15 years and was established to support the personal and professional development of both male and female employees across the different business units in Citi Ireland.

The programme has about 40 mentee participants and 40 mentors annually and over the years approximately 450 mentees have been matched with the same number of mentors. “We also have a specialist mentoring programme for women in technology and operations roles,” Ronan adds

Citi’s Dublin Pride Network champions LGBTQ+ issues by leading actions to remove barriers, driving an inclusive culture in the workplace and taking steps to eliminate discrimination. “Throughout 2019 and 2020 the network has continued to ensure it promotes initiatives that will lead to an LGBTQ+ friendly workplace where colleagues can bring their whole selves to work,” she notes.

As an organisation, the bank strives to ensure LGBTQ+ people are included in all of its policies. “Sexual orientation, gender identity and gender expression are explicitly covered in Citi’s anti-discrimination and bullying and harassment policies,” Ronan explains. “Partners of employees are also able to access equal benefits, regardless of gender. Citi’s tendering processes for procurement includes a supplier diversity and inclusion assessment that covers sexual orientation, gender identity and gender expression.”

Training

As well as running training and awareness events, Citi Pride is focused on encouraging friends and colleagues to become allies of the LGBTQ+ community with a six-step guide on how to become a proud ally. “Citi Pride recently worked with transgender activist Philippa Ryder, from Under the Rainbow, to share her story with our employee base,” she says.

The Citi Roots networks focus on promoting and celebrating ethnic diversity across the firm. “Citi Ireland has people from 55 different nationalities working in our Dublin offices,” Ronan points out. “As such, the business is really focused on ensuring that the different cultures have a voice. Citi Roots provides its 300 members with an opportunity to share new experiences, build knowledge of our cultures and communities, and celebrate our ethnic diversity.”