Improving trans and non-binary inclusion at BNY Mellon

BNY Mellon recognises that in order to build the best global team, they must source from the broadest talent pools. Attracting diverse candidates ensures they gain a diversity of perspectives, experiences and backgrounds that can look at issues from various angles, see a wide range of possibilities and opportunities, solve problems differently and serve an increasingly diverse client base and marketplace.

The firm realised that they talked and understood most about the LGB but not the T or the + so needed to take action to address this.

#corporatequeer Photo by Fiona Freund

Identified barriers

BNY Mellon faced some IT barriers and also needed to build trust amongst employees, particularly around GDPR concerns. As they are a globally diverse organisation they were faced with the challenge of maintaining a global standard while understanding and addressing local realities. The sensitivities of privacy and sexual orientation in some locations were important. Despite this, education was vital globally to build employee awareness.

Actions taken

● In 2019, the firm published US, EMEA, and APAC Transgender Guidelines and updated the Gender definitions in their Self ID Questionnaire for US and UK employees to include Transgender and Non-Binary.
● In 2020 and 2021 they delivered a three-part series “Be An Ally” in partnership with “Out & Equal”. The programme covered concepts including gender identity and gender expression and raised awareness of some of the issues and obstacles LGBT+ employees face in the workplace as well as providing practical strategies for creating an LGBT+ inclusive culture.
● In 2021, BNY Mellon launched a personal pronouns campaign, encouraging employees to proactively share their pronouns. This included video and blog content from senior leaders and employees.
● The Executive committee and CEO were encouraged to add personal pronouns to their signatures.
● In June 2021 in celebration of PRIDE month, PRISM, BNY Mellon’s LGBT+ network hosted a Transgender 101 panel event. Featuring internal and external speakers and panellists, topics included Transgender allyship, background and education and explored some of the challenges faced by the Transgender community.
● The firm partners with local LGBT+ hiring consultants to broaden the pool of talent and provide their recruiters and hiring managers with inclusive hiring training resources.

BNY Mellon has gained a broader understanding of its employee demographic. They have developed guides and practices that support essential skill-building and employees proactively sharing their pronouns. They are actively building allyship, awareness, inclusion and belonging.

Due to senior role modelling and support across the organisation, far more employees have leveraged the opportunity to show support by adding pronouns to their email signatures.

Turning the corner

BNY Mellon recognises that the work is not done so plan to maintain communications, continue leading by example, and not slip back from the steady progress achieved to date. Where possible, they hope to share their best practices and collaborate with peers and clients on trans and non-binary inclusion and other DE&I topics.
They plan to expand their collection of demographic data, including gender definitions that include Transgender and Non-Binary, beyond the US and UK to some of their larger locations. 

Article source: LGBT Great’s Turning the Corner report. You can read the full report here

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