We understand [our approach to DEI] is a journey, so we want to put forth an approach that’s realistic,” said Pedro Suriel, senior vice president, diversity, equity, and inclusion at Raymond James. “We want everyone in the organization to feel they’re part of the evolution of our strategy.”
The company’s DEI efforts reach employees on several fronts, including departmental committees and various affinity networks for associates and financial advisers.
How do nonminority employees fit in with DEI activities?
“They are encouraged to participate in any network as allies or advocates,” Suriel said. “Many have, especially over the last couple of years. The social unrest in the U.S. shifted and elevated the conversation. More people want to understand different points of view and hear people’s stories.”
Raymond James fosters this communication through firmwide “crucial conversations,” he said. These events must follow certain guidelines, as follows:
- Treat this as a conversation, not a debate.
- Seek to understand.
- Respect the individual.
- Respect each other’s lived experience.
- Approach the conversation with curiosity and positive intent.
“We talk about diversity in the broadest sense,” Suriel said. “We all have multiple identities and we are more than what is visible to the eye. When we can talk, we can understand how our lived experiences impact how we see the world.”
Contact Pedro Suriel, senior vice president of diversity, equity and inclusion, at pedro.suriel@raymondjames.com to learn more about its diversity, equity and inclusion initiatives.