Diversity & inclusion
Our commitment to diversity and inclusion — in thought, style, experience, culture, ethnicity and sexual orientation — is helping us to create not only a great place to work, but also an environment where our employees, our customers and our communities around the world can reach their goals and connect with each other. That commitment starts at the top with our CEO, who chairs our Global Diversity & Inclusion Council. Additionally, each business and region has its own Diversity & Inclusion Council.
With more than 200 chapters across the globe, Bank of America's Employee Networks help realize the power of our people through the development and engagement of more than 60,000 employee members, who participate in nearly 600 events each year.
We seek to attract, recruit and retain top diverse talent from around the globe. Our Diversity Executive Recruiting team identifies prospective executives and connects talent to leaders within our organization. We have increased our diversity hiring with a focus on early candidate identification and development, through partnerships with approximately 200 schools and external diversity organizations.
Managers within our Supplier Diversity and Development Program collaborate internally to ensure that we include diverse businesses across the organization. Examples of diverse suppliers include minorities, individuals with disabilities, or businesses owned by veterans, women, and individuals who are lesbian, gay, bi-sexual or transgender. In 2012, Bank of America spent nearly $2.3 billion with diverse businesses.
In keeping with our commitment to support the U.S. military, we recruit military personnel and spouses, and employ nearly 6,000 veterans and reservists. We value the training, operational skills and leadership ability these men and women have developed while protecting our country. Their work ethic, integrity, trust and teamwork align with our values and make our company better. We continue to enhance our nationally recognized military recruiting efforts, and in 2012, we hired nearly 1,600 employees with military experience, surpassing our goal of 1,200 of these new hires.
We assist military employees through a variety of programs including the Military Support & Assistance Group, an employee network, that connects military service members, veterans and their families to networking, mentoring and information forums in 26 chapters across the United States. In 2012, we created the Military Affairs Advisory Group to establish a cohesive enterprise approach focused on supporting active military, reservists, National Guard, and veterans. Within the company's Global Corporate Social Responsibility team, this group supports military service members, their families, and transitioning veterans through philanthropy, hiring, customer service and employee engagement.
United Kingdom returning talent
In 2012, we launched the Returning Talent program in the U.K. for women and men from a variety of industries who want to return to the workplace after taking time away to care for their families. It is designed to provide practical guidance to help participants feel prepared and confident to re-enter the workforce.
We opened the program to 21 professionals who had been absent from the workplace for three or more years while caring for their families full-time. At our London offices, we provided participants with three one-day workshops that offered guidance on résumé writing and interviewing. Following the workshops, more than half of participants returned to the workplace.
Above all, our company is about people. A philosophy of inclusion drives us every day and helps us all to succeed in a diverse, global marketplace. Through Returning Talent, we are demonstrating that Bank of America Merrill Lynch is an attractive organization for prospective employees and clients - a place where people want to work.
Head of Diversity and Inclusion for Europe and Emerging Markets (ex-Asia) at Bank of America Merrill Lynch
Our Global Workforce
Officers and managers* refers to executives, as well as senior-, mid-, and first-level managers, who together constitute approximately 16 percent of our U.S. workforce. Other employees not included in this group include professional staff, technicians, sales workers and administrative support workers.