{"id":1948,"date":"2017-08-28T14:57:14","date_gmt":"2017-08-28T18:57:14","guid":{"rendered":"https:\/\/www.bloomberg.com\/company\/stories\/sign-times-finance-industry-embracing-stem-professionals\/"},"modified":"2017-08-28T14:57:14","modified_gmt":"2017-08-28T18:57:14","slug":"sign-times-finance-industry-embracing-stem-professionals","status":"publish","type":"post","link":"https:\/\/www.bloomberg.com\/company\/stories\/sign-times-finance-industry-embracing-stem-professionals\/","title":{"rendered":"A Sign of the times \u2013 How the finance industry is embracing STEM professionals"},"content":{"rendered":"
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This article is written by Amy Meadows from Diversity in Action,\u00a0<\/em>link <\/em><\/a>to original post.\u00a0<\/em><\/p>\n

In recent years, the finance industry has been transformed by technology. Gone are the days of simple banking and commercial transactions. \u201cFintech\u201d innovations have become the norm, and information technology has taken center stage for financial companies of all types and sizes. STEM professionals have become an integral part of the workforce in the finance arena, and they do everything from develop software and applications to provide data analytics. In fact, many finance companies no longer even consider themselves to be finance companies \u2013 they have become tech companies that provide financial services.<\/p>\n

The shift in focus has created and an array of new opportunities for STEM professionals who are seeking employment, as doors open at companies that have not been part of the equation before. According to an essay written by Michael Bodson, president and CEO of financial services company The Depository Trust & Clearing Corporation (DTCC), \u201cIndustry research says that jobs in banking and finance requiring STEM skills will increase by 21 percent in the next 10 years, while all other jobs will increase by only 18 percent.\u201d Change the Equation, a coalition of corporate members that is dedicated to promoting STEM literacy in schools and communities, notes that jobs in computing will increase by 14 percent and opportunities in engineering will climb 7 percent by 2027.<\/p>\n

While this seems to be a hugely beneficial situation for those in STEM fields, there are still challenges regarding the level of diversity found among the individuals who are being recruited and hired into those coveted positions, particularly in the finance industry.<\/p>\n

\u201cFinding diversity in STEM is the biggest challenge as it relates to hiring,\u201d explains Amy Zimmerman, head of people for Kabbage Inc., a burgeoning global fintech company that provides funding to small businesses through an automated lending platform. While jobs are available, companies in this sphere have to work diligently to recruit and retain a truly diverse group of individuals. They have to be creative in how they approach the process, and they must endeavor to retain the talent they find. Fortunately, many firms have taken proactive steps to ensure that their STEM-based staffs not only include women, people of color and people from underrepresented communities, but also that they become long-term employees.<\/p>\n

\"\"<\/p>\n

Employees at Bloomberg LP, one of several fintech companies where diverse professionals are making their mark on the financial services and technology industry, serve on a UK Black Tech panel.<\/em><\/p>\n<\/div>\n

Engage and employ<\/strong>
\nFor finance companies, recruiting diverse STEM professionals must be viewed from both an internal and external perspective. Not only do these firms need to have hiring practices in place to identify talent, but they also have to look outside of themselves to boost their efforts.<\/p>\n

\u201cWe have 20,000 employees across the globe, so we employ people from all different countries, backgrounds and cultures,\u201d notes Jeanette Bashford, global HR manager for engineering and research and development at financial software company Bloomberg LP. \u201cYet we are always striving to be better and do better. Like many, we see our population becoming more diverse, and we want to see more women and underrepresented groups in engineering.\u201d<\/p>\n

For a company like Bloomberg, which employs 5,000 software developers in its engineering department alone, finding diverse talent is imperative. That\u2019s why the company has a diversity plan in place as it relates to recruiting. First and foremost, the company requires any recruiting agencies with which it works to provide a diverse slate of candidates. What\u2019s more, the company\u2019s plan places great emphasis on partnering directly with historically black colleges like Howard University, as well as programs like Women in Computer Science at North Carolina State University, to help the organization identify up-and-coming talent in the STEM arena and introduce them to the opportunities at Bloomberg.<\/p>\n

\u201cThe talent pool is small and highly competitive, so researching and building relationships are our goals in this area,\u201d explains Bashford, who also notes that the company sponsors a variety of conferences, including the Out for Undergrad business conference for high-achieving LGBTQ students, which was held at Bloomberg\u2019s tech offices in downtown San Francisco, and the Tapia Conference, which promotes and celebrates diversity in computing. She adds, \u201cWe\u2019re always looking for more creative ways to raise awareness both internally and externally.\u201d<\/p>\n

Kabbage also strives to work with colleges and universities to ensure that the talent pool of potential candidates is not only large but also diverse. \u201cWe\u2019ve joined multiple task forces because it starts [in the schools],\u201d observes Zimmerman, who recently attended a meeting with institutions like the Georgia Institute of Technology and Georgia State University to discuss the opportunities available in the industry. \u201cThese schools were wondering what they need to do from a curriculum standpoint to make the education for college students more relevant,\u201d she says. \u201cAnd what they really need to do is to attract more women and minorities into their programs. There are opportunities from companies like us that are looking to hire diverse people. We are looking for more options so we can hire diverse employees.\u201d<\/p>\n

When talent has been identified, the attention then turns to the interview process, which is an equally important element in the overall recruitment process. According to Bashford, Bloomberg is dedicated to having diverse interview teams. Jonathan Charlery, a senior software engineer with the company, can attest to this. According to the St. Lucia native, who now works in London, \u201cAll of the people who interviewed me were diverse. It gave me a level of comfort. It makes you feel like you won\u2019t be judged. You can be comfortable with yourself and the company. It felt very accommodating to me.\u201d<\/p>\n

\"\"<\/p>\n

Jeanette Bashford of Bloomberg LP says the firm is \u201calways striving to be better and do better\u201d with diversity.<\/em><\/p>\n<\/div>\n

Charlery had such a positive experience that he now serves on the company\u2019s campus recruiting team so he can pay it forward to other potential employees. With Bloomberg\u2019s support, he also helped launch an outside group, UKBlackTech, which champions diversity within the UK\u2019s tech industry. \u201cI wanted to be involved in recruiting because I wanted to be able to take my experience and continue the tradition,\u201d he says. \u201cI want to tell others that they will be able to be comfortable. We\u2019re not looking for someone to fit our mold. We want that diversity. That\u2019s what makes us great as a company.\u201d<\/p>\n

For Kabbage, the interview process is crucial, which is why the company provides training about interviewing bias. \u201cIn management training and interviewing\/hiring training, we talk about bias and how to protect against it,\u201d Zimmerman says. \u201cThe key to hiring a diverse workforce is to ensure that we don\u2019t hire only people that \u2018look like us.\u2019 Being aware of unconscious bias is incredibly important to us since we are committed to actively building a diverse environment.\u201d<\/p>\n

Work from within<\/strong>
\nCreating a diverse work environment for STEM employees is really the first step for today\u2019s financial services companies. Maintaining that diverse workforce is just as significant, and many companies have both formal and informal ways of sustaining their efforts, focusing on everything from internal training opportunities to recognizing cultural differences for employees.<\/p>\n

For DTCC, employee networks play an important role in retaining its workforce; in fact, 30 percent of the company\u2019s employees participate in one of its seven business professional networks (BPN), from the Asian BPN and Black BPN to the WINS (Women\u2019s Initiative for Networking and Success) BPN. For STEM professionals within the company, an attractive option is the recently established Emerging Talent Program for Women, which was designed for those in its global operations, client services and information technology departments, and provides participants with structured learning and business experiences that support their individual development.<\/p>\n

\u201cIt allows us to recognize our skills and prove our skills,\u201d says Elizabeth Hepburn, a UNIX\/Linux engineer who has been with the company for 18 years. \u201cWe also partner with others to receive and provide coaching to get to the next level. It\u2019s a way for the company to support our advancement and growth.\u201d<\/p>\n

Diversity communities are part of Bloomberg\u2019s culture as well, and many involve mentoring. Much of that mentoring surrounds the more technical jobs within the company, which allows employees from any department to learn new tech skills and possibly move into other areas within the organization. \u201cAnyone who is interested and has a tech background can learn computer science and development. They can learn to develop our products,\u201d Bashford says.<\/p>\n

Charlery adds, \u201cYou can take advantage of the training program whether you have programming experience or not. If you have a STEM background, you can think analytically. The company then says, \u2018We can teach you. You can succeed and excel.\u2019 It allows you to have mobility within the company and be part of another division if you want to. That kind of thinking helps us grow exponentially.\u201d<\/p>\n

While Kabbage does not have formal employee resource groups or networks, it does strive to welcome and support the cultures and backgrounds of all of its employees as part of its retention efforts. Of its more than 150 STEM-based employees, more than 51 percent are minorities (a number that includes the members of its team in Bangalore, India). And wherever those employees reside, the key for Kabbage is to honor them whenever it can.<\/p>\n

\u201cWe celebrate all culturally diverse holidays as part of our company culture,\u201d says Zimmerman, who points to the organization\u2019s company-wide recognition of such observances as Holi, the Hindu spring festival in India that\u2019s known as the \u201cFestival of Colors.\u201d \u201cIt\u2019s a fun way to learn about other cultures and an opportunity for our folks to get to know each other better. We\u2019re committed to [honoring] diversity because we know that a diverse environment makes for better business results and a cooler culture.\u201d<\/p>\n

\"\"<\/p>\n

Throughout all of its offices, Kabbage is dedicated to corporate giving. The company established Kabbage Kares to further its commitment to giving back to the community. Pictured is the team from Kabbage Kares India with Dream a Dream, a charity for at-risk youth.<\/em><\/p>\n<\/div>\n

The sum of all parts<\/strong>
\nThe reason that companies in today\u2019s changing finance industry are willing to embrace diversity in all areas, including STEM, is simple.<\/p>\n

\u201cIn my experience, any time you have different experiences and perspectives thinking about how to solve challenging business problems, your chances of having higher-impact, innovative solutions improve materially,\u201d Zimmerman says. \u201cWhen you go outside of your comfort zone, the ability to expand and learn and grow is exponential \u2013 and adding different perspectives into the mix is the catalyst.\u201d<\/p>\n

Hepburn agrees, stating, \u201cWhen you only have one mindset, you don\u2019t have the opportunity to see where the possibilities are.\u201d<\/p>\n

Bashford adds: \u201cPromoting diversity is the right thing to do. There\u2019s a lot of research that shows that when you have more diversity, you have more innovative thinking. Our client base is diverse, and we need to be able to relate to them. When you have diversity of thought, and all types of education and backgrounds come into play, then you can build amazing products and serve your clients better.\u201d<\/p>\n

When those efforts are encouraged and supported by senior management, it permeates a company and becomes part of its fabric. And that\u2019s something financial services firms need to keep in mind as they head into the future. \u201cDemographics are changing. The industry is changing,\u201d Charlery says. \u201cThe world is moving forward, and companies are moving forward too.\u201d<\/p>\n

Inclusion will remain a core focus at Bloomberg. \u201cDiversity is not a special project to us,\u201d Bashford says. \u201cIt\u2019s ingrained in everything we do.\u201d<\/p>\n\n<\/div>\n\n\n<\/div>\n\n\n\t\t\n\t<\/div>\n<\/div>\n\n","protected":false},"excerpt":{"rendered":"

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