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Robinhood

11/4/21 – Diversity Talks

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Diversity Talks November 2021

Written by Miles Tucker

BestCompaniesAZ and Career Connectors’ semi-annual Diversity Talks prompted many important conversations this fall. Eleven of the top ranked businesses with offices in Arizona met virtually to share how their organizations prioritize diversity, equity and inclusion for all their employees. Representatives shared the programs their companies have in place to welcome workers from all backgrounds, and attendees even had the chance to discuss job opportunities with these employers.

Panel 1

Laura McLeod, Head of Justice, Equity, Diversity and Inclusion (JEDI) at Axon
Rama Parandekar, Talent Program Management at Freedom Financial Network
Desmond Jackson, Team Manager of Managed Services at Workiva

Why is DEI important to Your Company?

Parandekar: We have diversity across the board in all divisions. Diversity is important to Freedom because of what we do and we believe all people help us build solutions for everyday Americans. We can’t do that unless we have the representation of people across all levels of society and all groups of community. Our customers tend to be everyday Americans, and when they call in a talk to someone like them, it really helps them connect. Inclusion is another important part of the climate because bringing diversity alone is not much. It is important to create an environment of inclusion and only then is it a safe environment that brings forward innovative ideas and leadership from this diverse talent. We have many ERGs (Employee Resource Groups) to help promote inclusion, promote community growth, spread the word, and create the leadership not only within our talent but to help these ERGs represent their communities.

McLeod: As the Head of JEDI at Axon this is something I eat, sleep, breathe every day. At Axon we really believe that in order to protect life and accelerate justice and realize our mission and our goals that starts with centering on not only diversity, equity and inclusion but also justice in everything we do. From our products and how we make them to the workplace culture we cultivate. Everyone at Axon, no matter the level or the role, has a responsibility and accountability and is a member of the JEDI team to build both an inclusive and equitable workforce and also an equitable, inclusive and just world. We’re really looking at empowering our employees to build for racial equity, diversity and inclusion through our behaviors, our systems, and our products. We actually added this as one of our strategic goals after all of the events that happened in 2020. We also look at ensuring that all of our employees have equal access to opportunity and success. We want to make sure we are building diverse teams that reflect the communities we serve. Lastly, we look at fostering a culture of belonging where everyone can thrive and innovate from a standpoint of our Affinity Groups, which we believe are a core pathway for us to engage our employees in this work. Every employee is a member of the JEDI team and is responsible and held accountable for the work that they do in driving this work forward. We identify members and welcome allies to help lift their voices up and to be a business resource at the end of the day.

Jackson: What we understand is that in order to attract talent and grow our client base we must continue to look for ways to be as diverse and inclusive as possible while providing a sense of belonging as much as possible to people that want to join our company. What we realize is that it’s an everybody effort in order to make sure that we are extremely diverse. We have racial equality statements and solidarity statements which we use to drive some of the information that we put out.

Why are Employee Resource Groups Important to Your Company?

McLeod: We see our Affinity Resource Groups as core pathways for engaging our employees in our JEDI work. All of our affinity groups are based off of and centered around underserved communities and historically marginalized communities. By both discussing the needs that these communities have and crafting solutions both internally and externally these groups foster professional development for their members. We want to make sure our ERGs are also engaging and retaining our employees from a belonging perspective. When we think about professional development, that goes straight back to equity and how we make sure that we are creating equitable experiences for our employees of different identities and from underserved communities. ERGs ensure that they are able to get professional development tailored to their needs as well as have a space to ask the questions that they have to be able to center the needs they have in professional development. Currently we have six affinity groups and we’re going to have seven next year. Axon Allies for the LGBTQ + community, Axon Mosaic which is focused on the Black and African American community, Veterans at Axon, Women at Axon, Asian Pacific Islander Alliance, and Hola for Hispanic and Latin Americans.

Jackson: We’re fortunate enough to have seven ERGs within Workiva, and ours are centered a little bit differently. We have a group for veterans as well as for remote employees. ERGs for us create a sense of inclusion and belonging. It builds into the core values of the organization and helps to get new employees engaged in one of the seven ERGs if not more than one. Connected Nomads is for our work from home employees and is one of our most popular. Another popular one is our Women in Tech Group which is represented by lots of folks from our engineering team and research and development overall. We also have an Ethnic Diversity in Tech Group, Women in Sales, LGBTQ+ Community and Veterans in Tech.

Parandekar: ERGs within Freedom are very new. They came in a time when everyone has started working remotely. It was perfect timing for them to come together, be with folks like them, and build a community which definitely helps with mental and physical health. We have five ERGs: Freedom Heroes for veterans, Freedom Riders for African Americans, Freedom Unidos for Latinx/Hispanic and Freedom Pride for LGBTQ+ members. We start ERGs to create a safe environment for people who have a passion for their community to share common beliefs and interests. At the same time ERGs cross between different departments that come together which helps with getting exposure and visibility.

Panel 2

Michelle Menneke, Director of Talent Acquisition at Desert Financial Credit Union
Taeshima White, Site Lead at Robinhood
DaJuan Lucas, Diversity Recruiting Strategy Manager at Vanguard

What is the Importance of DEI at Your Company?

Lucas: Like many other companies represented here today, when we think of DE&I it’s a journey. The best way to illustrate the journey that we’ve been on as an organization is really looking at it from a talent attraction standpoint. I am a part of a team of eight that specifically helps Vanguard increase representation of under-represented talent and we identify that as Black, Latinx, and Indigenous. We do that in technology, investment management, sales and other domains that are important to our business now and in the future. We also do this by partnering with HBCUs, Hispanic serving institutions, and corporate partners to broaden our exposure and awareness in these communities. Vanguard is looking to be a mutual partner with these organizations to alleviate inequity gaps.

Menneke: Our DEI program promotes the sharing of diverse perspectives which leads to more opportunity. It drives our culture of performance and it increases our ability to foster more financial inclusion in our community. We intentionally foster a diversity, equity, inclusion and accessibility driven culture where employees with complementary strengths and working styles can come together to collaborate and drive business results together. We check in on our employees through surveys, events, round tables and ERGs as well.

White: A balanced talent pipeline is a huge part of our strategy. Partnering with hispanic serving institutions or historically black colleges and universities is a big piece of it. Women’s universities and looking into the right boot camps also helps get the right people into the right seats to be contributors to our culture. 54% of the overall university recruiting we do comes from these places to make sure we are getting the right talent in the right places. We want to make sure that we are bringing people in that find a sense of belonging, that we are furthering our mission in those communities, and that we are supporting the great work of our agents.

What do Career Pathways Look Like at Your Company?

White: We try to tailor the experience for each individual, the skillsets they bring to the table, and their ultimate career goals. Within each business line there are some pathways that are identified. I happen to belong to the customer experience family so if you’re not licensed you have an opportunity to come in, get your entry-level FINRA licenses sponsored and get paid time to do it. You’ll then be able to graduate and work in a licensed role and explore where you want to go from there. We make sure that you have the right resources to grow within our family and then once you are growing, we make sure that you have promotion opportunities and that you have a sense of belonging here. A big piece of that is the 10 ERGs that we have. Some of that will come from your manager and you’ll also find that in mentorships with someone that you find in an ERG. One mentorship program that we recently launched is within our Women in Tech ERG that makes sure that women who are coming in have an opportunity to throughout their experience here.

Menneke: We have traditional career paths that are intentional in developing and preparing for the next steps in careers for our employees. For example, a teller is groomed to learn and grow their skills in the accounts area so they can quickly develop and become an account representative. However this year, we are developing robust capabilities models so that there’s more focus on internal mobility across different lines of business.

Lucas: The vast majority of our crew members come in by our retail phone roles. This is a role where you will come in and we will pay for you to get your licenses. Many employees come in this way, but we have a very rotational culture. When they start, we pride ourselves on having leaders that are constantly asking you about your development. Asking where you would like to go, what you would like to do, and getting you in position to do that. What’s beautiful in that is sometimes you might come in on the phones talking directly to clients and a year later find that you are in HR, or maybe IT, or even deep on the investment side as a trader or portfolio implementation analyst. A lot of that comes from what you are asking and what you are requiring of your leader in terms of your development. People are always moving, shifting and trying new things. One of the things we pride ourselves on as an organization is allowing people to come in, find their niche or passion, and go from there. We do also have traditional tracks. We want everyone to find their place in our mission of serving our clients.

01/14/21 – Walk That Walk and Talk That Talk

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Written By Susan Lamphiear

Bridgett McGowen

Setbacks like a job loss, job change, or job transition all have the potential to chip away at our self-confidence.

Our keynote speaker, published author and international speaker, was on hand to remind online attendees at Career Connectors about ways to preserve and build self-confidence during job search or job transition– even during challenging times like this historic pandemic.

*See Playlist for boosting your self-confidence or increasing your energy in the Resources and Closing.

Keynote

OK. So the year 2020 was less than perfect, keynote speaker Bridgett McGowen commiserated briefly with the online audience of Career Connectors. And the tough year may have left you wondering how to re-establish your confidence. Because, after all, little things, much less a pandemic, can impact our self-confidence.

Bridgett recalls her confidence took a hit during times long before any pandemic when she visited neighbors who were a little picky. You had to take off your shoes and you weren’t sure if you could touch anything or you’d leave fingerprints. Contrast that with visits to neighbors who were laid back so you almost felt you lived there.

Our behavior is often dictated by our environment. Also called the “recency effect,” if we’ve had negative experiences most recently, our self- confidence may suffer. We tend to remember the most recent information or events. It’s good news, though, because challenges are not usually as bad as they seem in the moment–a hard concept to swallow during a pandemic because looking left and right it’s hard to imagine if everything will get better, Bridgett admits.

During the pandemic, Bridgett’s son turned six years old and finished kindergarten online and now in first grade, he’s still learning online. However, even in the pandemic we can manipulate our perceptions.

And never forget: Words matter.

Bridgett reminds us we have choices. Imagine the world as a pot of boiling water.

  • We can be like the carrot and let the boiling water turn us soft, sad and weak.
  • Or we can be like the egg who turns hard, and mean, and nasty.
  • Or we can be a coffee bean who actually changes the boiling water. Despite everything, we can be the coffee bean who changes the world around us for the better.

In life we have choices and learn from successes and failures as we face challenges thrown our way. A confident person can deal with obstacles.

Words DO matter. A soothing reminder to wordsmiths everywhere. How can you speak up to get results you want, even in challenging times?

Having an adaptive communication style is vital. Bridgett tells a story about her young son finding her old 2006 Motorola Q. Not a blackberry or palm pilot, but the Motorola Q which Bridgett purchased in 2007. When her son found it, the year was 2016 or 2017, so of course the battery was dead and the phone didn’t work. Her son, age two or three, summoned what he knew of the world, and tapped the phone but nothing happened. Then he held down on the button and said, “Siri, play my video.” Worthless to him, he tossed it in a corner and she’s yet to find it. The point is, like her son, if we’re not communicating the way other people are, we won’t be heard or we’ll be misunderstood.

Bridgett asks, “Which communication style best describes you?”

  1. Connection Seekers need a feeling of personal rapport. They want to be known as more than simply a name on a list. They need to feel that human connection. The pandemic is particularly challenging for this group because they relate with others back and forth. They crave interaction. Sadly, they may also be judged harshly as time wasters for taking time to chit chat and ask how your weekend went or how your new gold fish Fluffy is doing.
  2. Honesty Seekers are logical and want to know how information fits with what they already know. Things need to be clear. They ask lots of questions. Seen as being difficult, these individuals want to make sure any information they pass on is correct.
  3. Result Seekers want the bottom line. Cut to the chase. Give them facts not fluff. They may seem short and aggressive. In their minds they are probably thinking 20 questions ahead.
  4. Energy seekers feel and exude excitement. Often seen by others as “over the top,” they get things done and inspire others. Deemed a “10” on the energy scale, other people tend to want them to dial it back to a “6.” Remember energy is not about LOUD. Energy involves good posture, eye focus and thinking big picture.

The good news is that you can communicate in all four ways depending on the situation and who you’re trying to relate to, for example in a meeting or an interview. Knowledge of these four styles also allows you to recognize other people’s styles. If you engage in chit chat and get little response or one word responses, move on, since you’re likely dealing with a result seeker. Most people only use one of the communications styles 51% of the time. But we can adapt. If you don’t adapt to another person’s communication style, you risk being misunderstood.

In the book Relentless: From Good to Great to Unstoppable, by Tim S. Grover, coach for hall of fame athletes and champions, Grover describes three types of champions: the cooler who gets everyone else excited, the closer who gets himself or herself jazzed/pumped up, or the cleaner who never gets cranked up or emotional (Bridgett prefers to use the term “confident” instead), saves all their energy for “game day” when it matters.

When you’re confident, you keep pushing yourself and thrive on challenges. The confident person makes decisions, not suggestions.

In the book The Image of Leadership, Sylvie di Giusto says YOU control the message your look sends. Fair or not, when you meet someone, you’re judged in the first seven seconds. This applies to not just how you’re dressed, or how you look, but everything about you, including your posture. So keep your head up, shoulders back, and eyes laser focused.

And SMILE, even on the phone, or during the pandemic when wearing a mask. You have just a few seconds to make that first impression, so remember the smile sends a silent message.

  • Strength
  • Magic
  • Infectious–even with a mask on, your smile shows in your eyes.
  • Loved
  • Energy–keep it positive.

Bridgett made the audience guess her height and received guesses ranging from 5’2 to 5’8 and taller. In reality, Bridgett is 5’2″ and a powerful speaker and an obvious leader, judging from her presentation and confident demeanor. Researcher Nancy M. Blaker reports taller people are perceived as more dominant, healthier and more intelligent. However, voice also communicates leadership, so Bridgett reminded everyone to find your optimum tone. If your voice pitch is too high or too low, people often make negative assumptions. So find and practice your ideal voice by humming the song “Happy Birthday.”

Remember: What you say is a tool. It’s not bragging if you sell yourself. “I do amazing work.” Use your voice to elevate others, too. If you don’t sell yourself, who will?

Bridgett reminds you to be very mindful of the image you project with the messages you send out to the world. She tells a story.

A local priest and pastor are just outside town pounding a sign in the ground which reads:

The End is Near. Turn yourself around before it’s too late.

A speeding car goes by and the driver yells, “Leave us alone you religious nuts.” Soon after, the priest and the pastor hear a loud screech followed by a splash.

The pastor turns to the priest and says, “Do you think we should have just written, The Bridge is Out?“

Always pay close attention to the messages you send out. Written or spoken. Organize your thoughts and think before you speak.

Checklist for messages

  • Positive
  • Open Minded
  • Worthwhile
  • Effective with the right impact for the intended audience
  • Relevant

Is what I’m about to say

  • Thoughtful
  • Helpful
  • Important
  • Necessary
  • Kind

Bridgett left us with the following thought. The value of our lives comes not in what we do, or who we know, but how we demonstrate our care and our respect for each other by the way we communicate.

For 52 strategies, one each week, on how to show up as your most confident self, read Bridgett McGowen’s book Show Up and Show Out.

Hiring Companies

Isola

Heather Kitsko, Director, Global Talent Acquisition

Isola, founded 108 years ago in Germany, creates raw materials for advanced printed circuit boards. Almost every ventilator in healthcare uses their raw material. An industry leader, Isola’s global headquarters is located in Chandler, AZ, and has locations in South Carolina, Germany, Singapore, Taiwan, Hong Kong, and China.

Employing 1600 worldwide, their global footprint includes seven manufacturing facilities. With industry-leading technology, they have more than 185 patents. Through innovation they help enable more capabilities for mankind.

The company values include putting safety first, stressing collaboration, staying customer focused, being courageous by embracing change, and keeping commitments.

Isola is hiring! Career opportunities include the following positions:

  • Global Compensation Analyst
  • Global Industrial Engineer
  • Machine Operator
  • Maintenance Technician
  • Sr. Applications Engineer (PCB)
  • Sr. Integrity Engineer

To obtain more information or to apply, go to their website.

Robinhood

Amanda McBride, Recruiting Coordinator

Robinhood, a licensed brokerage app founded in 2014, provides commission-free services to both beginning and experienced investors. Of the 13 million accounts, about 50% are beginner and the average age is 30, younger than the typical investment customer. The company is one of the fastest growing custom brokerages.

Robinhood’s mission includes creating a better way for the next generation to invest. These days the average individual has to pay up to $10 per trade. Robinhood believes this is inherently wrong and is headed on a path to change this.

  • Robinhood provides a platform for customers to learn and invest responsibly.
  • Robinhood offers customers the ability to trade commission-free.
  • Robinhood provides educational resources to help customers have an informed investing experience.

Robinhood takes prides in its workforce diversity. Toward this end, the company has created the following resource groups:

  • Sisterhood
  • Rainbowhood
  • Black Excellence
  • Parenthood
  • Latinhood
  • Vets @Robinhood
  • Asianhood

Among the numerous benefits and perks offered include competitive salary, comprehensive medical benefits with premiums 100% company paid, 16 weeks of fully paid flexible parental leave whether through birth or adoption, and monthly health and wellness stipend.

For more information or to apply, visit their website.

Resources and Closing

CEO/Founder of Career Connectors Jessica Pierce closed the formal part of the online event. Jessica reminded those in attendance of the resources available via the Career Connectors website. Videos included on the website include the following: Online events since April of 2020, Career Chat with Jessica, and Career Connectors Community Updates. LinkedIn is the number one source for job hunters and hiring managers, so Jessica stressed if you’re not already using this important tool, she highly recommends it.

Tempe Virtual Job Fair will be hosted by Career Connectors on January 26, 2021. Click on the link for details and to register.

Because all Career Connectors events are only online during the Pandemic, anyone who needs a professional head shot may contact Gordon Murray Flash Photo for the exact schedule in January and February, for locations in the Phoenix area, and contact information. Gordon offers his professional service to Career Connectors. The photographer donates this free service on a volunteer basis; however, the service will accept donations though it’s certainly not required.

*Playlist for boosting your self-confidence or increasing your energy