Broadridge is a global Fintech leader providing critical infrastructure that powers investing, corporate governance, and communications to enable better financial lives. As a global leader, Broadridge is “Ready for Next” with an approach to talent, culture, and the marketplace, with a focus on innovation. Broadridge understands there is a direct connection between employee engagement, client satisfaction and the creation of shareholder value—a concept known as the Service-Profit Chain. In “doing well by doing good” Broadridge is committed to supporting their associates, clients, investors, and partners like NPower, to benefit communities and create the best long-term outcomes for all. Broadridge believes that for their company culture to succeed, they must implement strategies, policies, and practices that increase the inclusion and belonging of associates across level, department, tenure, social identity, and background. These practices include DEI-focused learning and development, DEI champion and advocate development, and associate engagement. In the marketplace, Broadridge designs strategies, processes, and systems to leverage their commercial ecosystem to advocate for DEI with clients, suppliers, advisors, investors, and surrounding communities.
As a true advocate for NPower and the Command Shift Coalition, which aims to increase the number of women of color pipelined into the tech industry, Broadridge has invested in empowering military veterans and young adults from underserved communities with the skills and access they need to break into the digital labor market. In keeping with their corporate purpose – to strengthen and enable better financial lives and futures – their work with NPower has resulted in successful careers in technology, transformed lives, and systemic change in the most vulnerable communities where we live and work.
Broadridge has also been a true leader within the Command Shift Coalition, where their Vice President of Global Talent, Judy Winter-Giella, serves as a Steering Committee Member.
“As a leading provider of technology, communications, and data and analytics solutions, Broadridge recognizes that investing in underrepresented talent provides opportunities and clears the path for the next generation of leaders,” said Winter-Giella. “Increasing and advancing young women of color in technology careers will help drive innovation, promote digital inclusion and close the gender gap in a field where women have been consistently underrepresented. I firmly believe that enabling diversity in tech requires leadership commitment and strategic focus, which is why I am proud to be a part of NPower’s Command Shift coalition.”
We are fortunate to have members like Judy and partners like Broadridge to uplift this movement, champion women of color, and push us toward achieving our goal of pipelining more women of color into tech careers. We know that support from committed partners and advocates will activate new champions ready for a seismic shift that will create a more inclusive and diverse tech workforce.
The recent ruling by the Supreme Court to strike down affirmative action programs in college admissions has not altered the mission of NPower.
NPower’s mission continues unwaveringly to move veterans and youth from under-resourced and underrepresented communities from poverty to the middle class through tech jobs by offering free tech training programs. Three years ago, we formed Command Shift, a consortium of Fortune 500 companies, nonprofits and other organizations and individuals committed to increasing the representation of women of color in the tech sector.
Many of the students in our free tech training programs are not college graduates, or they finish their degrees after obtaining tech certifications. A skills-based approach to job placement in tech isn’t a replacement for college degrees for people of color, meaning, it doesn’t solve the new barriers created by the SCOTUS decision. However, it does represent an alternative pathway for Black and Brown people who would not otherwise have access to these kinds of opportunities.
This isn’t the first time that America’s racial and social justice initiatives and civil rights movements have confronted major structural barriers. During those times– leaders from business, education, nonprofit, public policy, and other sectors, along with human rights advocates and activists, came together, united in their resolve to help maintain and expand access to economic advancement for all people.
We see leaders across America from a variety of industries and specialties, backgrounds and regions, strengthening their commitments to help maintain diversity across every facet of our society. In fact, the SCOTUS decision makes the mission of organizations like NPower even more important. We provide a critical pathway for underserved communities to obtain critical skills and knowledge to help them further their careers, to the benefit of them, the communities in which they live and our country more broadly.
Even with the SCOTUS decision, leaders from across academia are developing strategies to ensure their student populations at all levels remain diverse and we are heartened by this. We believe that the business community can also leverage its leadership position and resources by resolving to accelerate their DEI commitments and ensure equitable opportunities for all people to be as productive as possible in America’s workforce. Countless studies have shown that a diverse workforce not only positively impacts a company’s bottom line, but also increases its ability to innovate and remain competitive in the long-term.
Now, more than ever, business leaders must step up their efforts to recruit the very individuals impacted by the SCOTUS decision — the economic stability and prosperity of our country depends upon it.