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Belonging and Inclusion

Strength in Diversity

Belonging and inclusion empower engagement, performance and growth.

We strive to integrate diverse perspectives into every decision. This leads to more innovative thinking and better outcomes. A strong focus on belonging and inclusion is imperative to increasing our value, competitiveness and positive impact.


We champion diverse team members as we prepare our leaders of the future, ensuring opportunities for everyone to grow and excel. We intentionally recruit, retain, develop and promote people who infuse fresh ideas, stretch our thinking and diversify our teams.


We pride ourselves on creating a culture where everyone feels valued and accepted for who they are—where everyone feels a real sense of belonging. Our people are encouraged to be authentic and true to themselves at work. Everyone, at all levels, is responsible for influencing change and building belonging and inclusion.


As part of BNY Mellon, Pershing is actively working to partner with the industry to advocate for broader change and action beyond our walls by working with our clients, sharing best practices and participating in industry events to help change the landscape of the industry - everyone wins when all voices are equally represented.

We have taken a leap forward in our efforts to understand and address issues long overdue around Belonging and Inclusion…but we still have a long way to go on our journey. It takes listening, practicing, and acting with intention to get there. I am committed to doing that each day and to creating a safe place for others to do so as well.

- Jim Crowley, Senior Executive Vice President and Global Head of Pershing

A Place for Everyone


Employee Resource Groups (ERGs) are integral to our winning culture and global success. These valuable networks create the conditions for our people to succeed and deliver more—for clients, investors, stakeholders and each other.

GENEDGE improves collaboration across generations and regions to leverage thought diversity to solve business problems. The primary aim of GENEDGE is to drive high-impact ideas by promoting educational, social, charitable, networking and collaboration opportunities for professionals across the firm—especially those who are interested in being new or developing leaders, managers and senior executives. Their programs include reverse mentoring and a Shadow Executive Committee program.

HEART elevates awareness of disabilities and promotes a safe, respectful and welcoming environment where all employees feel included, valued and able to contribute their diverse abilities. Providing practical support, this group has spearheaded closed-captioning capability for deaf and hard-of-hearing colleagues, and sponsors relevant events, such as an annual Disability Mentoring Day.

 

Learn more through our "From the Heart" video series

IMPACT provides a resource for the recruitment, retention, professional development and advancement of multicultural employees. Its Leadership Forums (Black, Latinx and Asian) serve as an incubator for leaders and sponsors, and event programs like Courageous Conversations educate employees and create space for candid conversation.

PRISM promotes LGBT+ inclusion for the benefit of all colleagues and the company through workplace activities and external engagement. In 2019, PRISM collaborated on the company's Transgender Guidelines: Gender Transition, Identity and Expression, a global suite of resources for managers and employees in support of transgender and broader LGBT+ inclusion in the United States, Asia-Pacific, Europe, the Middle East and Africa.

 

Learn more about our U.S. Employee and Manager Transgender Guidelines

Learn more about PRISM in Asia Pacific

VETNET serves as a resource, advocate and network for BNY Mellon’s veterans, military spouses, family members and their colleagues. VETNET members are active in every phase of the ERG's mission and the company's support for veterans, including: recruitment, sponsorship, mentorship and career development of veteran employees, internal recognition of the value of military service and external support for veterans.

WIN supports the advancement of women at BNY Mellon by offering a deep roster of professional development opportunities, including leadership roles, mentoring and sponsorship, skills training, and networking with peers, clients and the company’s executive leadership. WIN's Male Allies program helps to break down the perception that gender equality is a woman's issue.

News & Insights


Rethinking How Your Firm Will Build a More Diverse Team

BNY Mellon | Pershing Looking Ahead Through a Diverse Lens

Awards

BNY Mellon | Pershing was a Diversity Champion Finalist. 

BNY Mellon | Pershing was a recipient of the 2023 DE&I initiative of the year. 

BNY Mellon | Pershing was recognized for demonstrating outstanding leadership, innovation and results in diversity management. 

BNY Mellon | Pershing was a recipient of the 2022 Diversity, Equity and Inclusion award in recognition of its Minority Business Enterprise (MBE) Council. 

James Roundtree (BNY Mellon | Pershing Managing Director), 2023  

James Roundtree (BNY Mellon | Pershing Managing Director), 2022  

Tonia Bottoms (BNY Mellon | Pershing Managing Director & Senior Managing Counsel), 2022 

Fonda Jacobs (BNY Mellon | Pershing Managing Director), 2022  

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