Edward Jones Diversity Series

Edward Jones' Inclusion Initiative Enjoys Results

June 2003 - Within recent years, it has become popular for organizations to promote their diversity programs. While focusing on diversity is important, at Edward Jones it is a piece of a larger inclusion puzzle that has become part of the fabric of the Edward Jones culture.

``Diversity provides a way for us to recognize our differences,'' said Michele Holton, who is responsible for managing the firm-wide initiative. ``Inclusion addresses how we leverage those differences, within our work environment, and acknowledge the positive contributions individuals from diverse backgrounds can make in the success of the firm.''

At Edward Jones, the nation's largest financial-services firm based on number of offices, the Inclusion Initiative stands out as a results-oriented effort. Now, as the initiative enters its third year, results are evident in many arenas.

One of the most notable accomplishments of the Inclusion Initiative is the changing face of Edward Jones.

``We've doubled the number of minorities in leadership positions, and we've seen a 75 percent increase in the number of women in leadership roles,'' said Holton. Those roles include team and department leaders, directors and principals.

Another result of the firm's inclusion efforts is the public recognition bestowed on Edward Jones as an employer of choice for minorities. In addition to being named No. 1 on Fortune Magazine's 2002 and 2003 list of the Best Companies to Work for in America, the firm has also received acknowledgement for its inclusion efforts. These awards include recognition from the Anti-Defamation League, the Securities Industry Association, the Urban League, the St. Louis Regional Commerce and Growth Association and the St. Louis American newspaper.

Despite the accolades, inclusion remains an ongoing process and not an initiative that will be ``completed'' once certain benchmarks are met, according to Holton. ``We continue to measure our work and improve our methods at each phase of the initiative,'' said Holton.

``We feel the momentum building now, and we're seeing people getting more engaged in inclusion,'' said Darryl Pope of the Service Division, one of the driving forces behind the Inclusion Initiative. ``Associates and leaders are starting to think critically about inclusion and are naturally considering inclusion issues as they fulfill their roles within the firm. That's an indication that we're moving in the right direction.''

Holton believes one of the many benefits of increasing the diversity of associates is the rich additions of ideas and cultures each individual brings to the organization. ``Our associates are committed to connecting to the customers in their community and neighborhood. Without building an inclusive and diverse workforce, we'd miss the opportunity to expand and serve the customers that we serve,'' said Holton. ``At Edward Jones inclusion is not a program. It is the way we conduct business and serve our customer.''

The Edward Jones community extends far beyond the headquarters or the walls of one of their 8,800 branch offices in the United States, and affiliates in the UK and Canada. By reaching out and creating bonds with key organizations, Edward Jones is able to build relationships that are mutually beneficial and help reach the types of diverse professionals interested in a career at Edward Jones.

``The more inclusive our organization becomes the greater impact we will have on our workforce and the communities were we live and serve our customers,'' said Holton. ``Maintaining our diverse relationships keeps us connected to the needs of our associates, to positively influence the community we live in.''