2019 PRIDE Month: Celebrating the 21st Anniversary of creating a more inclusive workplace

At Bank of America, our annual celebration of LGBT+ PRIDE Month is robust and broad. It starts with how we cultivate a culture of inclusion that encourages our employees to bring their full selves to work every day. It’s the diversity of our people that makes Bank of America what it is today.

A long-standing history of being a diverse and inclusive workplace

At Bank of America, we recognize the power of diversity and value all our differences — in thought, style, culture, experience, ethnicity, sexual orientation, gender identity and expression. In 1998, we enhanced our commitment to workplace inclusion when we became the first financial services company to offer comprehensive domestic partner benefits, and the first to incorporate sexual orientation into our non-discrimination policies. Since then, we have continued to foster a culture of inclusion, served our LGBT+ clients with pride and been resolute in our commitment to the LGBT+ communities in which we live and work.

Ximena Delgado is a senior vice president and Environmental, Social and Governance (ESG) Program Manager at Bank of America. Ximena joined Bank of America 21 years ago, just as our domestic partner benefits policy was beginning to take shape. During her tenure, she has experienced firsthand the financial and personal impacts that the benefits offer; for example, Ximena and her wife took advantage of the enhanced policy when they began to start their family in 2003 with her wife’s pregnancy. “Having these benefits at work means that I work for a very progressive company, and it feels like I’m being supported in the right way. Being out and supported at work means that I can bring my authentic self to work every day.”

When all employees have access to the same benefits, regardless of their sexual orientation, we’re able to build and maintain a more inclusive work environment. While Bank of America employees are all unique in their talents and personalities, we believe access to opportunity should be the same for everyone.

Alex Oliphant is a Global Transaction Services  vice president and has been at Bank of America for 25 years – he and his husband also use the bank’s benefits. Alex is an active leader of the  Arizona LGBT+ Pride chapter and serves as an Arizona Ally Ambassador. “By allowing everyone to bring their whole selves to work, and by supporting the LGBT+ community at large, it really does attract top-drawer talent. I think perspective employees are looking for an inclusive environment; it’s not just the LGBT+ community, but the entire workforce.”

Support that comes from all sides

Support for the LGBT+ community at Bank of America permeates throughout our company. Our global Ally Program members are dedicated to supporting the LGBT+ community. Today, there are more than 25,800 visible allies in more than 1,000 cities across 30 countries around the world.

Wynne Lum is an ESG Program Manager at Bank of America, and a member of the company’s Ally Program. “One of the many things that is so great about Bank of America is its inclusiveness. As an Asian American, I want to be recognized for what I contribute to the company, and I also want all of our teammates at Bank of America to be recognized like that. To have employee networks and to be an Ally means that we can all publicly support our teammates.”

The Ally Program represents Bank of America’s holistic approach to inclusivity. We are committed to the belief that everyone deserves to feel respected when they show up to work. In order to achieve this, we believe that our entire company should be encouraged to participate.

“We know that our diversity makes us stronger – so we promote a culture where all employees have the power to be themselves. This leads to greater connections with the clients and communities we serve, and creates a positive workplace culture,” said Cynthia Bowman, chief diversity and inclusion officer at Bank of America.

07/10/19


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