Bank of America Global Diversity and Inclusion Organization

Transcription

Bank of America
Global Diversity and
Inclusion Organization
Employee Network Report
Global Diversity & Inclusion Employee Network Report
Welcome
Did You Know
Highlights
Partnerships
Global Employee Networks
A year of accomplishments
Building a more diverse and inclusive work environment is a key priority for Bank
of America, and it starts at the highest level with Brian Moynihan, our CEO, and
the Global Diversity and Inclusion Council.
The Global Diversity and Inclusion Council (GDIC) continues to further
Bank of America’s commitment to diversity and inclusion by working with our
employee networks to create an environment where employees, customers and
communities around the world can reach their goals and connect with each other.
Our Global Diversity & Inclusion Employee Network Report is a reflection of the
great work going on in the diversity and inclusion space and a testament to how we are better connecting
to reach our goals.
The GDIC’s key areas of focus are to increase representation, development and retention of women and
people of color. We have continued to make great strides in these areas by increasing diversity recruiting
hires by 50% and integrating D&I into the talentplanning process. Beginning this year, all employees are
expected and all managers are required to demonstrate a commitment to diversity and inclusion. This
involves modeling behaviors which value each individual for their unique contributions and creating an
environment that allows each employee to reach their potential.
We also are continuing efforts to globally attract key diverse talent through our sponsorship of several
events and conferences including the International Society for Diversity & Inclusion Professionals Inaugural
Conference; Catalyst; National Association of Black Accountants Conference; Ascend Asian Leadership
Conference; Association of Latino Professionals in Finance and Accounting Leadership Conference; and the
Executive Leadership Council–Women Leadership Conference.
I would like to encourage you to read the Global Diversity & Inclusion Employee Network Report and learn
more about the incredible work being done by our colleagues.
Geri Thomas
Chief Diversity Officer
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Shared success
At Bank of America, we know that our differences — in thought, style, culture,
ethnicity, age, sexual orientation and experience — allow us to make stronger
connections. Our commitment to diversity and inclusion 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. This is why diversity and inclusion remain central to our
company’s values and why employee networks play such an important role at
Bank of America.
Through employee networks around the world, 65,000+ employees connect and participate in networking
opportunities, mentoring programs, information forums and various volunteer events. Many members also
serve in leadership roles and lead initiatives for recruiting, client development and community partnerships.
The Global Employee Network Report is an opportunity to celebrate their successes and learn more about
the Employee Networks’ global chapters. We currently have more than 200 chapters which will continue to
flourish and grow over the years.
The Bank’s commitment to diversity and inclusion and to our employee networks is making interactions
easier for employees who work at different locations and in different lines of business — creating an
environment where success is shared at the Bank and in the communities we serve.
As a company we value and realize the power of the people. We strive to help our employees reach their
full potential. To everyone who participates in our employee networks by giving of your time and support:
you are making a difference in our efforts to foster a more diverse and inclusive work environment. Thank
you. You are changing our company for the better.
Cynthia Bowman
Senior Vice President,
Global Diversity & Inclusion Executive
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How we organize to support diversity and inclusion
Senior management team
Sets the diversity and inclusion strategy and targets for the enterprise and cascades goals to the
twodeep leadership team to ensure commitment and accountability across the enterprise.
Global Diversity & Inclusion Council (GDIC)
Chief governing body for diversity and inclusion globally. Sponsors and supports business/regional D&I
councils and ensures alignment to enterprise D&I strategies and goals.
Global Diversity & Inclusion Organization (GDIO)
Facilitates and partners in the execution of diversity and inclusion strategies and tactics.
Provides support to the Global Diversity & Inclusion Council, the Business/Regional Diversity Councils and
the employee networks.
Diversity & Inclusion - Business/Regional Councils (DIBRC)
Champions Global Diversity & Inclusion Council – sponsored efforts within and across their
businesses/regions and drives diversity and inclusion strategies for their businesses/regions.
Corporate Social Responsibility (CSR)
Sets and manages the global philanthropic and employee volunteering priorities for the organization.
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Employee networks snapshot
Asian Leadership Network (ALN)
Encourages members to grow, network and honor Asian culture.
Black Professional Group (BPG)
Maximizes the contributions and enhance the professional development of its
members. Chapters provide mentoring and feedback designed to enhance the
leadership potential of employees. They also sponsor and promote
community volunteering opportunities.
Disability Advocacy Network (DAN)
Provides support, information and resources for members with disabilities
and the family members, friends and caregivers of people with disabilities.
Hispanic/Latino Organization for Leadership & Advancement
(HOLA)
Provides an opportunity for members to meet, mentor, network and
celebrate Hispanic culture.
InterGenerational Employee Network (IGEN)
Explores diversity through a generational "lens" and promotes generational
Military Support & Assistance Group (MSAG)
Serves as a network for members who are veterans or reservists and their
families, and addresses their unique needs.
Multicultural Leadership Network (MLN)
Recruits, develops and recognizes multiple ethnicities and cultures of
employees in the bank’s European, Middle Eastern and African regions.
Native American Professional Network (NAPN)
Helps to recruit, develop and retain Native American and Native Alaskan
employees.
Parents & Caregivers Network (PCN)*
Brings together employees with caring responsibilities for children, other
family members and loved ones.
Young Professionals Network (YPN)
Attracts, recruits and develops young professionals in the Asia Pacific region.
YPN is committed to going beyond existing channels to engage a new
generation of financial leaders.
diversity as a necessary component of an inclusive corporate environment by
raising visibility, driving awareness and encouraging oppourtunities for
employeees and the business.
Leadership, Education, Advocacy & Development for Women
(LEAD) for Women
Is devoted to recruiting, developing and retaining top female talent and to
celebrating women across the globe.
Lesbian, Gay, Bisexual & Transgender (LGBT) Pride
Fosters an inclusive workplace for members and all employees, and helps to
recruit, develop and retain top LGBT talent.
* A Global Diversity & Inclusion Organization–supported network
Alignment
GlobalEmployee
Diversity &Network
InclusionGlobal
Employee
Network Report
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Page 1 of 1
Employee Network global alignment
The employee networks are aligned with the Global Diversity and Inclusion Organization and are supported by the Global Employee Network Program Management Office,
which provides strategic direction and guidance to the employee networks globally.
Americas
Europe and Emerging Markets
Asia Pacific
Each network chapter is supported by chapter
Each network chapter in this region is represented
The networks in this region are organized by
executive sponsors, two chapter cochairs, a
by executive sponsors and cochairs. They also
country with the country COO as the executive
finance committee and a communications
committee. Some chapters may have additional
have handson support from the regional diversity
and inclusion office to execute network activities.
sponsor for all networks in country; also, each
network chapter is assigned cochairs.
committees, such as membership or events.
Networks represented in this region:
Asian Leadership Network (ALN)
Leadership, Education, Advocacy & Development
for Women (LEAD) for Women
Lesbian, Gay, Bisexual & Transgender (LGBT)
Hispanic/LatinoOrganization for Leadership &
Pride
Advancement (HOLA)
InterGenerational Employee Network (IGEN)
Multicultural Leadership Network (MLN)
Lesbian, Gay, Bisexual & Transgender (LGBT)
Pride
Native American Professional Network (NAPN)
There are five countries in the region that have
employee networks: Australia, China (including
Hong Kong), India, Japan and Singapore.
Young Professionals Network (YPN)
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Global Diversity
& Inclusion
Employee
Network
Report
With more than 200 chapters worldwide and more than 65,000 active
members, the Bank of America employee networks have a truly global
reach. Through the activities of the ENs, employees around the world have
opportunities to develop their leadership skills, connect with employees in
other lines of business and other regions, build meaningful connections
between the bank and the communities in which we live and work, and
bring real value to the bank’s business strategies.
** Europe and Emerging Markets (exAsia)
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Did you know?
The many benefits employee networks provide to
employees, the bank, and the community
Bank of America employee networks are much more than social organizations. They are a vital part of the
bank’s culture, and they contribute to the organization in many ways, every day of the year. They have
transitioned from social organizations to becoming a vital part of the bank’s culture and overall business
strategy. A healthy employee network culture helps the bank by enhancing employee satisfaction,
increasing retention, improving workplace relationships and even increasing productivity. On top of these
benefits, ENs also have a positive community impact and help the bank achieve its corporate social
responsibility goals.
Of course, employee network members gain quite a bit by participating in network chapters, leadership and
events. Among the benefits are ones that greatly impact career development:
Accept broader responsibility: Gain experience from larger and more complex tasks
Manage change and overcome obstacles: Learn how to flexible and adaptable
Gain access to best practices: Experience other ways to do a job
Through the initiatives and events of the employee
networks, employees have opportunities to gain access to
Build and maintain relationships: Gain interpersonal skills
mentors, broaden their professional and personal network
Influence and coach: Refine knowledge and communicate better
and gain valuable institutional knowledge. As an
Be decisive and think strategically: Balance strategy, collaboration and execution
But the real benefit of the employee networks is right there in the name: networks. People can connect
with colleagues in different lines of business, at different levels, in different locations. These personal and
professional connections result in new projects, new initiatives, new business strategies, new community
outreach efforts, new positions and new opportunities, not to mention new friendships — all of which bring
increased satisfaction to employees, and significant advantages to the enterprise.
organization that desires to create innovative ways to
nuture and develop our talent, the employee networks
present a unique platform.
Keith Cockrell, Senior Initiative Portfolio Executive and Vice
Chair of Global Diversity & Inclusion Council
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Value to the company
Because our successes come from the strength and
talents of our people, it makes good business sense to
foster an environment that allows all of our employees
to reach their full potential and deliver their best
performance. By encouraging diverse viewpoints, we
ensure a steady supply of new ideas and approaches
that benefit our communities
and clients.
Thanks to the employee networks, employees around
the world have opportunities to develop their leadership
skills, build strong ties between the bank and the
communities in which they live and work, support
causes that are important to the bank and bring real
value to the bank’s business strategies.
Community outreach
Network members contribute to the bank’s
philanthropic goals by partnering with Corporate Social
Responsibility and Bank of America Community
Volunteers in efforts to make a difference in the
communities in which we live and work.
Talent development
Employees leading a network, chapter or committee develop a variety of leadership skills that cross over to their work responsibilities: leading a team, influencing, managing
projects, developing strategy, budgeting, negotiating, cultivating relationships, managing events and more.
Crossorganizational exposure
Network leaders have the opportunity to showcase their skills and abilities to their colleagues at various levels and in different departments throughout the bank.
Relationships and networking
Through the networks, employees can build relationships with their peers and senior leaders, both inside and outside of their line of business, and also within
the community.
Increased engagement
Employees involved in the networks have a higher level of engagement than those who do not participate, according to the 2012 employee engagement survey.
Productivity, innovation and creativity
The employee networks are responsible for developing their own priorities and plans, including ones that have a positive impact on the bank’s culture and performance; this
type of highly strategic work gives members the chance to develop their ability to conceive and create innovative solutions.
Business strategy
The networks have a unique opportunity to engage with business leaders to influence and support client and business development strategies.
Brand awareness
Through their work — both internal and external — in support of their five priorities, the networks reinforce and raise the visibility of Bank of America’s brand to our
employees, our customers and our shareholders.
Morale and retention
The networks give employees a stronger sense of commitment to the bank and provide opportunities for professional and personal growth, which build morale and improve
retention of talented employees.
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Global Diversity & Inclusion Council
Who we are
Chaired by CEO Brian Moynihan, the Global Diversity & Inclusion Council (GDIC) consists of senior
executives from across Bank of America.
What we believe
Our ability to deliver one company for our customers and clients comes down to how we connect as a
team. Central to that is creating an environment where we value and respect our differences.
Our company is a place where teammates can celebrate their differences.
Our goal is to preserve and embrace diversity as well as to eliminate barriers to diversity in our company.
What we do
Provide guidance on the diversity and inclusion strategy set by the Senior Management Team.
Sponsor and support business/regional D&I councils and ensures alignment to enterprise D&I strategies
and goals.
Ensure that the issues raised are aligned and owned by the right parties to inspect and drive resolution.
Our employee networks best illustrate and exemplify the
convening thought behind our brand – "We are better
when we are connected." Made up of more than 65,000
employees, our employee networks create collaborations
The GDIC's areas of focus include:
Representation: Identify compelling opportunities to boost diversity.
Inclusion: Create the atmosphere we want.
Employee networks: Support the cornerstone of our diversity and inclusion efforts.
External recognition: Be an employer of choice, a great place to work, and a bank of choice that clients
and customers see as a great place to do business.
across different lines of businesses and geographies, break
down barriers, and build connections that otherwise would
not exist. Without a doubt, our employee networks are one
of our cultural cornerstones.
Laurie Readhead, Enterprise Chief Information Officer,
Global Technology & Operations, and ViceChair of Global
Diversity & Inclusion Council
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2012 Global Diversity & Inclusion Awards
The Global Diversity & Inclusion Awards recognize employees and teams across the enterprise for their
active support of diversity and inclusion at the bank. Employees and managers nominated more than 900
teammates for their holistic accomplishments in diversity and inclusion in 2011 through June 2012.
In conjunction with our overall recognition strategy, the Global Diversity & Inclusion Awards enable us to
recognize employees for their efforts to embody our values. We realize the power of our people and
promote an environment where all employees have the opportunity to achieve personal success that can
contribute to the growth of our business.
Employees were nominated by their peers or senior leaders for demonstrating exceptional commitment
across the following diversity and inclusion priorities:
Recruiting
Nominees make Bank of America the best place for people to work by attracting worldclass talent and/or
building a diverse and inclusive work environment through employee engagement.
Business strategy
Nominees contribute to our company's range of products and services to meet the diverse needs of our
customers. They attract diverse suppliers that deliver breakthrough and innovative results in supplier
development or deliver productivity gains and savings to the bank.
Professional development
Nominees coach and mentor diverse teammates and are a role model for work/life balance. They
participate in or drive programs that help to develop leadership skills.
Community involvement
Nominees are active in their community through volunteerism and are ambassadors of the bank through
their involvement with organizations outside of the company.
Creating an inclusive workplace
Nominees help to build a diverse and inclusive work environment through employee engagement.
Winners were recognized with a Platinum Award through the Global Recognition Program, a
commemorative plaque from CEO Brian Moynihan and Geri Thomas, and a celebratory reception with
senior executives.
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Diversity & inclusion month launches in Asia Pacific
September 2012 marked the first Diversity & Inclusion month for the Asia Pacific region. More than 2600
employees in seven countries participated in a series of 23 events, an initiative driven by the Asia Pacific
Diversity & Inclusion Council and supported by the Asia Pacific Executive Committee. The campaign was
sponsored by John O’Toole, Asia Pacific general counsel, and Scott Kieran, head of Asia Pacific Audit, and
was planned and executed by employee networks on both the regional and country levels.
The events ranged across a variety of topics, including the importance of microfinance, our Asia equities
markets, how to negotiate to build profitable relationships and tips around childcare and eldercare. There
was also a campaign to collect donations for needy children and understand how we can reduce our carbon
footprint.
During D&I month, leaders from partners and clients were invited to speak to Bank of America employees.
In Hong Kong, the LEAD for Women chapter hosted a Csuite discussion with leaders from Nomura, Royal
Bank of Scotland and BNY Mellon. In Tokyo, Jiro Seguchi, Bank of America Country Executive of Japan, led
an event where Seiko Oosumi, the deputy vice president of Lawson Inc., shared her experience in building a
winning sales team across the nation.
In India, crossenterprise collaboration was developed through close partnership with BA Continuum. More
than1200 employees across 35 locations in India joined a leadership dialogue with Kaku Nakhate, Country
Executive of India; Allen Arakal, Chief Operating Officer of India; and Avtar Monga, Head of BA Continuum.
D&I month events were extremely popular in India, thanks to the input received through a local D&I survey
conducted in May. “The results from listening to our people on what they really wanted to see and hear
was just phenomenal,” said Allen. “Average participation rate in D&I month was threefold of the regular
D&I events run locally. In particular, the health and nutrition event had 50 percent of the employees
participating — 10 folds of previous D&I events.”
A popular event in Australia and Singapore was a screening of “Miss Representation," a film that looks at
the underrepresentation of women in positions of power from a variety of perspectives.
“The Asian Pacific D&I Month campaign has exhibited true collaborations and strong partnerships amongst
country COOs, D&I council members, Employee Network leads and the communications team across the
region,” said Goki Muthusamy, who oversees diversity and inclusion across Asia Pacific. “Without the
support, commitment and efforts of each of these leaders, the campaign would not have been successful.”
Through the D&I month and ongoing activities engaging our
employees and collaborating with our business partners, we
are building a strong culture and working to become the
employer of choice. The beauty of an engaging culture is
that we are enhancing our ability to serve our clients and to
build a sustainable and strong franchise.
Jiro Seguchi, Bank of America Country Executive, Japan
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GDIC members who are enterprise executive sponsors for employee networks
Asian Leadership Network
(ALN)
Lesbian, Gay, Bisexual &
Transgender (LGBT) Pride
Mark D. Alexander
Chief Information Officer, head of
Technology and Operations for Global
Paula Ann Dominick
Global Compliance Executive
Kathleen M. (Kathy) Auda
GBAM & International Operational
Risk Executive
InterGenerational Employee
Network (IGEN)
Laurie Readhead
Enterprise
Chief Information Officer
Welath & Investment Management
Hispanic/Latino Organization
for Leadership & Advancement
(HOLA)
Military Support & Assistance
Group (MSAG)
Ather Williams III
Head of Global Payments and Global
GTS Strategy
Purna Saggurti
Chairman of Global Corporate &
Investment Banking
Parent's & Caregivers Network
(PCN)
Keith T. Banks
President, U.S. Trust
Native American Professional
Network (NAPN)
Cassandra Chandler
Corporate
Compliance Executive
George W. Smith
Business Banking National Executive
Leadership, Education,
Advocacy & Development
(LEAD) for Women
Kristen M. Dugan
Audit Director
Glenda G. Gabriel
Home Loans
Neighborhood Lending Executive
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Core to our culture:
Our strategic framework
At Bank of America, diversity is core to who we are
and how we operate — it’s part of our DNA. The
employee networks are perfect examples of how the
bank grows stronger through its commitment to
diversity and inclusion.
Bank of America’s employee networks are formally
recognized, banksupported groups made up of
employees who share a common dimension of
diversity, along with others who support them.
Employee Networks form around race, ethnicity,
gender, sexual orientation, disability, age and veteran
status.
The groups are led by employees, and each group
develops its own strategic approach, all geared toward
contributing to Bank of America in five
key areas:
Recruiting
Employee networks help propel Bank of America
forward as an employer of choice.
Professional development
Employee networks play a role in maximizing Bank of
America's global intelligence and leadership
capability.
Workplace environment
Employee networks help create a more inclusive workplace culture.
Business strategy
Employee networks contribute to Bank of America's competitive advantage.
Community involvement
Employee networks help Bank of America contribute to a better world.
Within these categories, there is a tremendous range of possible activities, partnerships and opportunities, and the leadership and members of the employee networks have
shown great creativity and resourcefulness in developing new programs, including the five highlighted here.
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Recruiting in action:
MSAG recruits talent for the bank
In the past few years, Bank of America has increasingly recognized the unique value that veterans and
reservists bring to the table. Military personnel are selfstarters, understand logistics and have a service
and teamworkoriented attitude, all of which help them contribute to the success of the bank.
To increase the numbers of military personnel at the bank, the Military Veteran Recruiting Program (MVRP)
was tasked with an ambitious goal of doubling the number of veterans hired in one year. This goal was
surpassed by the end of the third quarter, thanks to the combined efforts of the MVRP team and the
Military Support & Assistance Group (MSAG). Overall for 2012, the bank hired over 1600 veterans. Total
veterans at the bank are estimated at 6400 now, with the plan to hire an additional 2000 in 2013.
“Our success is the result of enthusiastic teamwork of both Staffing and MSAG members,” reports Staffing
Executive Andrew McCartney. The strategic focus on recruiting provides opportunities for members of
MSAG chapters around the country to contribute to the bank’s objectives. MSAG members are present at
career conferences for military personnel held in different states, and also personally recruit veterans and
Recruiting in Action: Visit the MSAG Page on the
Global Employee Network site.
reservists and advocate for veterans applying to work at the bank.
MSAG helps recruit from within as well. When active members of the National Guard and Reserves return
to the bank after deployment, MSAG often helps them get better jobs through its sponsor/mentor program.
This program connects deploying Guards and Reservists with other veterans at the bank to help coordinate
and assist with issues as they transition to Military Leave of Absence (MLOA) status, while they're away
overseas and when they return to the bank.
MSAG has a close relationship with the Wounded Warrior Project, whose mission is “to support America‘s
military in their time of need.” Along with other activities, the relationship provides opportunities for the
bank to recruit veterans.
MVRP works with other organizations, including the Transition Assistance Program, Service Academy Career
Conference, RecruitMilitary, the Military Spouse Employment Partnership, National Veterans Transition
Services, MBA Veterans Conference, the U.S. Chamber of Commerce’s Hiring Our Heroes and the
Department of Defense’s Hiring Heroes.
Our members provide guidance to veterans who are looking
for a position. We help translate military resumes into
corporate speak. We know what most of the vets have been
through, and we know what to highlight from their
experience. Being a platoon commander, for example,
involves an HR function, budget management and, of
course, leadership.
John Weires, Enterprise Leader, Military Support &
Assistance Group
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Professional development in action:
The Atlanta Collaborative Mentoring Program
In markets like Atlanta, where there are multiple employee network chapters, and multiple mentoring
programs, the senior leaders can find themselves overwhelmed with requests to participate. All of the
network chapters in Atlanta, led by the Black Professional Group, joined forces to create a rich, structured
mentoring program which provides benefits to mentors and mentees alike. This partnership created a
stronger collaboration among the networks while allowing the employee network chapters to focus their
energies on other programs for their members.
Of the hundreds of network members who apply, about 25 are chosen by a committee of network leaders.
Each is paired with a senior leader and embarks on a 10 to 11month program of mentoring and
professional development.
The mentees understand they are the ones who drive the relationship with their mentor, and are
encouraged to set up regular meetings to discuss issues or topics that they find relevant to their current
role, or that will help them plan their careers — they need to have a clear understanding of what they want
out of the program.
Over and over again, I hear from participants that the
"I chose to get involved mainly to gain insight into other lines of business and to better understand the
becoming a better communicator, but they're also gaining
opportunities in different parts of the bank,” says Lisa Lavelanet, Vice President, Service Delivery
Consultant, a twotime mentee in the program. “I was looking for help in developing my ‘strategic
navigation,’ if you will — input into how to deal with career development issues, as well as guidance on my
personal growth in my current role.”
mentoring program provides more than just professional
development. Yes, they're getting specific benefits like
intangibles that play a huge role in career success:
increased confidence in their strengths and capabilities that
lets them step outside of their comfort zone and take on
new challenges. They're able to break through barriers,
both professionally and personally.
The professional development part of the program is just as valuable and consists of a series of events held
Angela Oliveros, Vice President, Senior Operations Project
throughout the year. For example, the Market Awareness Panel gave both mentors and mentees the
opportunity to share their experiences and provide insight into how to develop a career path and handle
Manager
career challenges, while Webbased virtual sessions focused on building a network, creating a personal
brand, crafting an elevator speech and putting together a personal ”board of directors” to help with career
planning.
The Atlanta program continues to evolve: thanks to feedback from mentees, the leadership has
implemented the “At Your Own Pace” series; each month, mentees receive resources and readings around
a topic such as leadership, financial health or presentation skills. These resources also provide participants
with new topics to address with their mentors.
Thanks to its success, the Atlanta program has been replicated in other markets such as Philadelphia, and in
2013, look for collaborative mentoring programs in Michigan; Delaware; Jacksonville, Florida; and Ventura
County, California.
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Workplace environment in action:
The LGBT Pride Ally Program
Bank of America wants to be an employer of choice for
LGBT talent, and to ensure that LGBT employees feel able to
be themselves in our organization and are able to bring all
of themselves to the workplace. The Ally Program shows
them that there's support for LGBT rights throughout the
bank.
Cathy Bessant, Global Technology and Operations
When lesbian, gay, bisexual and transgender people feel they are unable to be out in the workplace, they
can experience stress and anxiety and often are not able to fully contribute to the organization or fully
succeed in their roles.
Bank of America has long been committed to providing an inclusive workplace environment for LGBT
employees. But there is still an opportunity to build more awareness throughout the bank, to ensure LGBT
employees feel comfortable bringing their whole selfto work, and to help the bank attract and support the
best talent.
Launched in 2013, first in Europe and then in the U.S., Bank of America’s Ally Program is a way for straight
employees to visibly demonstrate their support for their LGBT colleagues and to contribute to an inclusive
environment at the bank for LGBT employees, clients and customers.
Visitors to the Ally Program Site can learn more about the program and its supporters, and find out how to
become an Ally. The Ally Guide gives tips on how to be an effective, highprofile Ally, and Ally Program
events give people a forum to talk about their support to their peers and leaders, and to find new ways to
help the bank become more inclusive.
The Ally Program goals
Create an environment where LGBT employees can bring their whole self to work by increasing visibility
of LGBT Allies throughout the Bank; clearly defining avenues by Allies can demonstrate support inperson
and online; and increasing engagement of Allies in LGBT Pride activities.
Drive positive change by engaging employees in our Ally initiatives and programs, providing opportunities
to participate in educational and volunteer events while learning how to aid and assist the LGBT
Community in the challenges they face.
Create opportunities for Allies to show support through online systems from locations all around the
world without needing to attend events directly if unavailable.
Executive, executive sponsor for the Ally Program
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Business development in action:
ALN works with China Construction Bank
After investing in China Construction Bank (CCB) in 2005, Bank of America entered into a strategic
assistance agreement with CCB, committing to share best practices and methodologies. The relationship
has proved to be so successful that, despite having sold most of the investment,
Bank of America has extended the agreement through 2016.
As part of the agreement, CCB periodically sends its top talent to the U.S. to learn from Bank of America
leaders. During these training programs, which last from two to twelve weeks, members of local
Asian Leadership Network (ALN) chapters have proved invaluable in providing translation services — both
reviewing documents for accuracy, and helping to translate at program dinners — as well as key insight into
cultural expectations that help make the CCB visits productive and positive.
CCB associates have taken an interest in the idea of employee networks. In March 2013, the Delaware ALN
chapter hosted a networking event for its members and the CCB associates that included an overview of
Employee Networks and the role ALN plays at Bank of America.
Business Strategy in Action:
Visit the ALN Page on the Global Employee Network site.
In 2012, ALN’s participation in the CCB training was formalized. Now, ALN enterprise leaders can look at the
particular needs of a CCB training program and find the right people from different chapters to address
those needs.
Our association with ALN has been incredibly helpful. When
we first started the training program, we realized we had
this great group of ALN members who could make the CCB
guests feel more comfortable while they're here, and who
could also give us some pointers about Chinese culture.
And participating in the CCB training program is a great
opportunity for the ALN members, too. They get exposure
to CCB, they connect with Bank of America senior leaders,
and they can meet people who share their heritage.
Laura Smith, VP Program Manager, China Construction
Bank
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Community involvement in action:
Black Professional Group and
National CARES Mentoring Movement
Each year, every Employee Network chooses an organization to partner with on a national level. The
organization is one whose mission aligns with the specific network and that can offer volunteer
opportunities on both the national and local level. The organization receives a grant from the bank but,
more important, it benefits from the expertise, energy and dedication of volunteers from the networks.
The partnership between the Black Professional Group and the National CARES Mentoring Movement,
which began in 2011, is a perfect example of how the Employee Network Grant Program impacts both the
network and the organization in profound, positive ways. National CARES Mentoring Movement “recruits
and connects mentors with local youthserving and mentoring organizations to help guide atrisk Black
children to academic and social success while also providing infrastructure support and consulting to
NCMM affiliates.”
Visit the BPG Page on the Global Employee Network site.
“National CARES was a perfect fit for us — not only is it helping children in our communities, but its mission
aligns with another focus area for our network: professional development,” says Miyoshi West, BPG
Enterprise CoLead. “Through CARES, we’re looking at the next generation, helping assess what those
children are lacking in their lives that would allow them to be the best they could be, to reach their full
potential, just as our network helps our members live up to their full potential.”
Through the partnership, BPG chapters work closely with schools in lowincome areas, and members
connect oneonone with children, mentoring them, giving them exposure to the professional world and
letting them see possibilities outside of their immediate environment.
The program is expanding in 2013 through virtual mentorships. “There are so many teammates across the
enterprise who would love to give an hour to connect with a student who needs someone to talk to, and
virtual mentorships will help create these connections,” Miyoshi said. BPG is also providing virtual financial
literacy classes to students in schools that may not have resources such as financial training.
The Black Professional Group’s donation will help National
CARES and our local CARES leaders ensure fragile young
lives … Thank you for being a light and a blessing to the
children who so need more able, caring adults in their lives
like the professionals you send our way.
Susan L. Taylor, CEO and founder, National CARES
Mentoring Movement
Welcome
Did You Know
Highlights
Partnerships
Partnerships
Along with the numerous benefits that the Employee Networks provide to the bank’s workplace
environment and culture, there are external benefits as well. Employee networks strike up strong and
productive partnerships with a variety of organizations, and these relationships enhance the bank’s position
as a leader in diversity and inclusion, and create opportunities to recruit top talent and build stronger ties to
our communities.
Through the Employee Network Grant Program, employee networks partner with national nonprofit
organizations, providing funding, volunteer time and expertise to the organizations, on both a national and
local level.
Bank of America also partners with professional organizations that advance diversity and inclusion in the
workplace. These partnerships offer professional development and recruiting opportunities to associates,
and also help strengthen our ties to our communities.
Welcome
Did You Know
Highlights
Partnerships
The Employee Network Grant Program:
Coasttocoast coverage
Bank of America’s Employee Network Grant Program was launched in 2007 to give each employee Network
in the U.S. the opportunity to identify and sponsor a relevant nonprofit organization. The program was
designed to develop the bank’s commitment to diversity programs and groups.
Initially, the grants were modest in size and mainly focused on local or state organizations, but in 2011, the
program was revamped to develop new national philanthropic relationships (and deepen existing ones)
that highlight the bank’s commitment to the communities we serve. Employee networks (ENs) coordinate
volunteer efforts at the national level, partnering with organizations that have a larger impact but that also
offer opportunities for employee participation on a chapter level.
The grant program aligns with the bank’s overall philanthropic strategies as part of the enterprisewide
focus on diversity, both as a key business and marketing strategy under Community Affairs, and as one of
the Corporate Social Responsibility pillars. The bank’s philanthropic efforts address pressing needs related
to housing, hunger and jobs with a particular focus on helping lowincome communities. Last year, our
employees volunteered 1.5 million hours, giving their time and expertise to communities large and small
and our employee networks contributed to those hours with their grant program partnerships.
Through their partnership with the ENs, the organizations receive a grant from the bank, but more
importantly, they have access to a highly engaged, committed team of volunteers and advisors. The
program, which is run in partnership with Corporate Social Responsibility, demonstrates the bank’s holistic
approach to community relationships and diversity efforts.
For more information about the Bank of America Grant
Program visit the Foundation Page.
Welcome
Did You Know
Highlights
Partnerships
Employee network grant partners
Eight of the bank’s employee networks have chosen Grant Program partners, national nonprofit organizations that provide rewarding community service and leadership
opportunities for associates. The organizations benefit not just from the grant, but from the time and expertise of Bank of America volunteers.
The Asian Leadership Network (ALN) partnered with the National Association of Asian American Professionals (NAAAP), which has thousands of members in 27 chapters across
North America. NAAAP is dedicated to developing and advancing the careers of Asian leaders by cultivating professional excellence among its members, connecting
accomplished professionals for mutual success, engaging its members in community service and working with employers to recruit, retain and promote highachieving
individuals. Through the partnership, over half of ALN’s chapters partnered with NAAAP locally, covering Boston, Dallas, Southern California and
other markets.
The Black Professional Group (BPG) partners with the National Cares Mentoring Movement, which “helps guide struggling black children to academic and social success.” A
number of BPG chapters located in markets with a high prevalence of underserved youth or lowperforming schools have been actively engaged with the NCMM “Cares
Circles,” delivering muchneeded mentoring, guidance and education. BPG members have helped coordinate backtoschool supply rallies in North Texas, connected with
groups of children in Greensboro and provided critical basic finance knowhow to school children in Los Angeles.
In 2013, the Disability Advocacy Network (DAN) teamed up with the National Disability Institute (NDI), a national research and development organization with the mission to
promote income preservation and asset development for persons with disabilities and to build a better economic future for Americans with disabilities. NDI and DAN members
are joining together to increase awareness on financial wellness for persons with disabilities, both through financial education for persons with disabilities, and through
disability awareness training for those who provide financial education and services to persons with disabilities.
The Hispanic/Latino Organization for Leadership & Advancement (HOLA) has chosen Feeding America, the nation's leading domestic hungerrelief charity, as its grant
recipient. Feeding America feeds America’s hungry through its network of food banks and engages the country in the fight to end hunger. HOLA chapters have sponsored
volunteer events in several markets to support Feeding America’s mission.
The Leadership, Education, Advocacy & Development (LEAD) for Women network’s grant partner is Dress for Success, a national organization that provides disadvantaged
Welcome
Did You Know
Highlights
Partnerships
Employee network grant partners
Eight of the bank’s employee networks have chosen Grant Program partners, national nonprofit organizations that provide rewarding community service and leadership
opportunities for associates. The organizations benefit not just from the grant, but from the time and expertise of Bank of America volunteers.
women with “professional attire, a network of support and career development tools.” In 2012, LEAD chapters hosted numerous events across the globe with more than 400
employees in attendance. Among the accomplishments were hosting events to raise money and clothing donations; facilitating clothing drives; recruiting volunteers to provide
oneonone coaching for Dress for Success clients; and volunteering at other Dress for Success events.
The Asian Leadership Network (ALN) partnered with the National Association of Asian American Professionals (NAAAP), which has thousands of members in 27 chapters across
North America. NAAAP is dedicated to developing and advancing the careers of Asian leaders by cultivating professional excellence among its members, connecting
accomplished professionals for mutual success, engaging its members in community service and working with employers to recruit, retain and promote highachieving
individuals. Through the partnership, over half of ALN’s chapters partnered with NAAAP locally, covering Boston, Dallas, Southern California and
other markets.
The Lesbian, Gay, Bisexual & Transgender (LGBT) Pride is working with The Trevor Project, which provides crisis intervention and suicide prevention services to lesbian, gay,
bisexual, transgender and questioning youth. A number of LGBT Pride members are volunteering with Ask Trevor, an online resource for young people with questions
surrounding sexual orientation and gender identity, and live volunteer opportunities are being developed in key Trevor Ambassador cities such as Los Angeles, New York, San
Francisco, San Diego and Washington, DC.
The Black Professional Group (BPG) partners with the National Cares Mentoring Movement, which “helps guide struggling black children to academic and social success.” A
number of BPG chapters located in markets with a high prevalence of underserved youth or lowperforming schools have been actively engaged with the NCMM “Cares
Circles,” delivering muchneeded mentoring, guidance and education. BPG members have helped coordinate backtoschool supply rallies in North Texas, connected with
groups of children in Greensboro and provided critical basic finance knowhow to school children in Los Angeles.
The Military Support & Assistance Group (MSAG) partnered with Fisher House, which provides housing near VA hospitals for military families so they can be close to a loved
one during hospitalization for a combat injury or illness. The MSAG chapter in DC/Maryland/Northern Virginia has over 50 volunteers who sponsor monthly themed dinners at
the DC Fisher House — preparing the meal, decorating the dining room, and spending time with the veterans and their families during a stressful time.
In 2013, the Disability Advocacy Network (DAN) teamed up with the National Disability Institute (NDI), a national research and development organization with the mission to
promote income preservation and asset development for persons with disabilities and to build a better economic future for Americans with disabilities. NDI and DAN members
are joining together to increase awareness on financial wellness for persons with disabilities, both through financial education for persons with disabilities, and through
disability awareness training for those who provide financial education and services to persons with disabilities.
The Native American Professional Network (NAPN) partners with UNITY (United National Indian Tribal Youth), which works with Native American youth on issues of personal
development, leadership and community involvement. Through NAPN’s involvement, UNITY now includes financial education as a focus area, primarily through workshops held
in a variety of states. At UNITY’s National Conference in California, each of the 1200 attendees received a copy of Bank of America’s “Student Financial Handbook, and
volunteers from the bank were on hand to answer questions.
Welcome
Did You Know
Highlights
Partnerships
Sponsorships
New opportunities for recruiting and professional development
Bank of America supports and sponsors a number of professional organizations that share our interest in
and commitment to strengthening an inclusive workplace. With these organizations, we participate in
conferences and programs and sponsor research, all aimed at building community and supporting career
development for people of a variety of backgrounds.
These relationships provide our employees with opportunities to gain knowledge and expand their
networks, and they also give the bank another way to attract talented recruits.
Our current sponsorships include the following organizations:
ALPFA: Building Latino Business Leaders: “Creates opportunities, adds value, builds relationships for its
members, the community and its business partners while expanding Latino leadership in the global
workforce.”
Catalyst: “Expanding opportunities for women and business.”
The Consortium: “Strives for the empowerment and recovery of all who seek assistance with behavioral
health… through the provision of holistic communitybased services.”
Executive Leadership Council: “To build an inclusive business leadership pipeline and to empower
AfricanAmerican corporate leaders to make significant and impactful contributions in the global
marketplace and their communities.”
Human Rights Campaign: “Strives to end discrimination against LGBT citizens and realize a nation that
achieves fundamental fairness and equality for all.”
National Black MBA Association: “To create educational opportunities and economic growth for African
Americans.”
Out & Equal Workplace Advocates: “Educates and empowers organizations, human resources
professionals, employee resource groups and individual employees through programs and services that
result in equal policies, opportunities, practices and benefits in the workplace inclusive of all sexual
orientations, gender identities, expressions and characteristics.”
For more information regarding conferencing and recruiting
visit our Diversity Partnerships and Recruiting page.
Welcome
Did You Know
Highlights
Partnerships
Overview
Open to all employees, the Asian Leadership Network (ALN) provides opportunities for its members through
networking, mentor programs, information forums and celebrations of Asian culture. The ALN serves as a
resource for employees who are Asian and colleagues who support our mission. Members are committed to
fostering an environment that accepts, values and encourages diversity, and that honors the rich traditions
that Asian employees bring to the bank.
Mission
Create a community of AsianAmerican employees in the bank to collaborate on common initiatives such as
career development, leadership development, community outreach and cultural education. Each chapter
drives ALN’s mission and works to eliminate cultural barriers by enhancing Bank of America’s corporate
culture with AsianAmerican cultural values.
Activities
The Asian Leadership Network is committed to staying connected and driving awareness among employees
Directory
4,800 members
Enterprise Executive Sponsors
Mark Alexander
Paul Critchlow
Yuriko Mita
Purna Saggurti
Enterprise Leaders
Urvi Bham
Rita Young
Contact Us
U.S.
[email protected]
across the company, sustaining current leadership levels and pipeline, and building partnerships with
external organizations. In 2013, ALN restructured leadership roles across the ALN Enterprise Team to allow
for Enterprise and Regional Leaders to engage with Chapter leaders and ensure adequate direction toward
daytoday chapter activities. The ALN National Team began engaging with Band 12 executives to discuss
strategy for sustenance of the ALN pipeline and opened communication on discussions at GDIC as they
relate to promoting Asian leaders at the Bank. ALN plans to assess current engagement with external
organizations to see where there are opportunities to partner together to align strategic goals and promote
networking across different organizations.
With over 4,800 members and 70+ events in 2012, ALN promotes cultural awareness throughout the year
and develops programs for professional development of its members. In February 2013, local ALN Chapters
celebrated Lunar New Year across the United States. The Lunar New Year holiday is celebrated in several
Asian cultures. This New Year brings in the Year of the Snake, based off the Chinese Zodiac calendar which
relates each year to an animal and its reputed attributes, according to a 12year cycle that the lunar
calendar follows. Local ALN Chapters utilized this opportunity to reach out to their local communities
through different events and festivals. Through making connections within the community, ALN partners
with the Bank’s commitment to make interactions easier, make our expertise more accessible, make
relationships more human, and share our successes.
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There are a lot of benefits to being part of an
employee network—mentoring, networking, making
connections, getting leadership experience but more
than anything, it's the sense of belonging and the
The first day in May launches Asian Heritage Month each year, marking a time to celebrate the culture,
opportunity to learn more about your heritage. That
sense of belonging is something we want every new
traditions, and history of Asians and Pacific Islanders in the United States. On May 29, 2013, ALN launched
member to feel from the moment he or she walks in
the first national speaker series in honor of Asian Heritage Month. The attendance and participation was
such a success that ALN will continue to deliver the national speaker series virtually so that all ALN Chapters
the door.
nationwide can come together to learn, share, and connect. The ALN Southern California and Greater DC
Chapters also commemorated Asian Heritage Month by organizing an event at the Pacific Asia Museum in
Pasadena, CA, and volunteering at the Asian Heritage Festival in Frederick, MD, respectively.
Going forward, ALN plans to continue to focus on carrying out 2013 strategy initiatives, grow the ALN
membership base and encourage networking among members because we are better when we are
connected.
Rita Young, cochair, Asian Leadership Network
Welcome
Did You Know
Highlights
Partnerships
Overview
Directory
U.S.
Florida
Maryland
New Jersey
Arizona
Jacksonville
Chapter Chairs
Wendy Chen
Ajumon Zacharia
Baltimore
Chapter Chairs
Chris Sheasby
Ester Davis
Chapter Chairs
Arvind Ramakrishnan
Khwaja Shaik
Eric Estrada
Executive Sponsor
Patrick Rose
Chris Sheasby
Executive Sponsors
Etta Denk
Phoenix
Chapter Chairs
Raymond Wong
Joseph Pasco
Executive Sponsor
Louise Nail
California
San Francisco
Chapter Chairs
Duc Phan
Christian Aragon
Georgia
Atlanta
Chapter Chair
Matthew Sinon
Executive Sponsors
Michael Ragunas
Executive Sponsor
Nahid Toulabi
Massachusetts
Boston
Chapter Chair
Sachin Malhotra
James Gaittens
Executive Sponsor
Open
Michelle Brega
Illinois
North Carolina
Southern California
Chapter Chairs
Angela Antonio
Chicago
Chapter Chairs
Joseph Yen
Charlotte
Chapter Chairs
Kshama Jobanputra
Mark Chun
Emili De La Cruz Jackson
Astrid Martin
Executive Sponsor
Fung Der
Brian Mak
Executive Sponsors
Anil Matai
Tony Nobili
Executive Sponsors
Wynne Lum
Delaware
Wilmington
Chapter Chairs
Lawrence Arellano
Sudhir Razdan
Executive Sponsors
Munish Pahwa
William Wagner
D.C.
Washington
Chapter Chairs
Hasan Oberoi
Zachary Hauser
Executive Sponsor
Jeff Wood
Executive Sponsors
Peter Malecek
Raju Patel
Evelyn Y Tan
Caroline Zhu
Kristen Dugan
New York
Chapter Chairs
Anita Nathan
Tom Liu
Executive Sponsor
Bryan Weadock
Texas
Dallas/Fort Worth
Chapter Chairs
Kushangi Parikh
Thomas Brock
Edward Amerson
Executive Sponsor
Melissa Gonzalez
Washington
Seattle
Chapter Chairs
Kathleen West
Jay Tampinco
Jason Shen
Executive Sponsor
Nathan Nguyen
Welcome
Did You Know
Highlights
Partnerships
Overview
The Black Professional Group (BPG) provides opportunities for employees to grow and celebrate African
American, West Indian, Caribbean and African cultures. Today, BPG’s membership is open to anyone who
would like to participate and is interested in helping to fulfill our goals and objectives. BPG also advances
the firm’s philanthropic initiatives by devoting time and talent to a variety of communitybased
organizations in support of community enrichment, employee growth and business development.
Mission
To maximize the contributions and enhance the professional development of black employees at Bank of
America. We strive to support and leverage the collective talents of employees by taking a leadership role
in making Bank of America the employer of choice for talent at every level of the organization.
Activities
Historically, the Black Professional Group has had a strong natural inclination toward community
Directory
10,500 members
Kathy Auda
Kieth Cockrell
Enterprise Leaders
Lynne Fairbanks
Miyoshi West
Roderick Wilson
Contact Us
U.S.
[email protected]
involvement and volunteering — this inclination is almost an innate characteristic of many of the
employees who come to BPG. The network partners closely on a national and local level with National
CARES Mentoring Movement, and chapters also reach out to their communities through a variety of
programs, events and initiatives.
In 2012, BPG began focusing more attention on business strategy and professional development than it had
in past years. The network is tackling issues such as how to grow the pipeline of minority talent to increase
the number of future Black leaders in the enterprise. Programs such as “Own Your Career,” launched in
February 2013, help members develop and execute their career plans, ensuring that BPG is helping
employees as much as it has historically helped the community.
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Employees can get lost in this organization. They start
to think about their potential, and then they don't
see any executives above them who look like them. It
can be disheartening and intimidating you feel you
don't have the camaraderie, the person who
understands your challenges and your experience on
a daily basis. The Black Professional Group helps
employees advance their careers in ways that benefit
themselves and the bank.
Miyoshi West, cochair, Black Professional Group
Welcome
Did You Know
Highlights
Partnerships
Overview
Directory
U.S.
Florida
New Jersey
Rhode Island
All/Virtual
Jacksonville
Chapter Chairs
Enjyi Hannans
Ricky Bracken
Hopewell
Chapter Chair
Darryl Rivers
Providence
Chapter Chairs
Stephanie Y. Jackson
Jennifer K. Turner
Chapter Chairs
Diane Dickerson
Kari Murrison
Executive Sponsor
Open
Arizona
Phoenix
Chapter Chairs
Christian X. Rodriguez
TaKisha Porch
Executive Sponsor
David Woell
California
Concord (Northern CA Chapter)
Chapter Chairs
Rhonda Carson
Jeremy Williams
Executive Sponsor
Ameet Seth
Los Angeles(Southern CA Chapter)
Chapter Chairs
Vera Stewart
Executive Sponsor
Greg Smith
FT. Myers(South Florida Chapter)
Chapter Chairs
Damita Salters
Vania Lagurerre
Mark Mestrovich
Executive Sponsor
Bernard Hampton
Tampa
Chapter Chairs
Nicole Simmonds
District of Columbia
Washington/Baltimore
Chapter Chairs
Marcel Boyd
Denika Palmer
Executive Sponsor
Patty BrooksNobles
Delaware
Wilmington
Chapter Chair
Michelle Shorter
Executive Sponsor
Tony Allen
Executive Sponsor
Kim Wilkerson
Executive Sponsor
Anthony Biniaris
North Carolina
Georgia
Piedmont Triad (Greensboro,
WinstonSalem, High Point)
Chapter Chairs
Carol HallGraves
Mary Stokes
Illinois
Executive Sponsor
Kevin Cunningham
Ijeoma Emeka
Executive Sponsor
Kim Jenkins
Executive Sponsor
Barry Simmons
Pauline Cuffie
South Carolina
Executive Sponsor
Roxanne Simmonds
Atlanta
Chapter Chairs
Patrice Barton Smith
Chicago
Chapter Chairs
Brian L. Griffin
David Roberson
Executive Sponsor
Lasandra Pierce
Massachusetts
Boston
Chapter Chair
Malida Thelusme
Executive Sponsor
Monte Foster
Michigan
Detroit
Chapter Chair
Tiffany Douglas
Executive Sponsor
AJ Barkley
Missouri
St. Louis
Chapter Chair
Executive Sponsor
C. Scott Stevenson
New York
Chapter Chairs
Laura Egodigwe
Diswa Malu
Executive Sponsor
Aron Levine
Chapter Chairs
Michelle Donaldson Smith
New York
Charlotte
Chapter Chair
Tiffany EubanksSaunders
Malgy Blue
Brenton Hamlet
Connecticut
Executive Sponsor
John Towey
Chapter Chair
Takia Williams
Texas
Dallas
Chapter Chair
Vanetta Hicks
Executive Sponsor
Liv Albritten
Houston
Chapter Chairs
Cordell Guillory
Marcus Malonson
Christopher Porter
Executive Sponsor
Shameka Whiting
Executive Sponsor
Derek Ellington
Virginia
Ohio
Norfolk
Chapter Chair
Shimane Newman
Chapter Chairs
DeAndrea Evans
Danielle Sydnor
Executive Sponsor
Rebecca Siegel
Executive Sponsors
Christina CrewsMcLemore
Americas
Jake Frego
Costa Rica
Joseph DiNicola
Chapter Chair
Jorge White Bains
Pennsylvania
Philadelphia
Chapter Chairs
Robert Scott
Mehnmah R. Adkins
Executive Sponsor
Kevin Nesbit
Executive Sponsor
Juan Araya
Welcome
Did You Know
Highlights
Partnerships
Overview
Open to all employees, the Disability Advocacy Network (DAN) is a source of support and information for
employees with disabilities, or employees who are family members, friends or caregivers of someone with a
disability. Through programs that encourage partnerships, embrace differences and promote creativity,
DAN presents opportunities for awareness and education.
Mission
The mission of DAN is to live and promote (internally and externally) the Bank’s commitment to people
impacted by disabilities through awareness and education opportunities and volunteer activities in the local
communities where our employees and customers live and work. The DAN is also a source of support and
information for employees with disabilities, and employees who are impacted by family members, friends
or customers with disabilities and is committed to creating opportunities for professional advancement and
development through networking, mentoring, and information forums.
Activities
The Disability Advocacy Network has always worked to make sure Bank of America provides a welcoming
environment for employees with disabilities. In 2012, DAN went one step further and launched a focus on
recruiting. Through chapter events, networking and partnerships with outside organizations, DAN is helping
Directory
1,700 members
Paula Kelley
Alan Wehrenberg
Enterprise Leaders
Melissa Abich
Sean Foster
Regional Leaders for EMEA
Gary Toner
Nnaemeka Ezugwu
Contact Us
U.S.
[email protected]
Europe and Emerging Markets (exAsia)
[email protected]
the bank’s overall recruiting goals and building its own visibility within the enterprise — efforts that will
continue to grow in 2013.
Through its partnership with the National Disability Institute (NDI), DAN is providing relevant and rewarding
volunteer opportunities for its members. DAN volunteers help disabled people in the community with their
tax returns, ensuring they receive their Earned Income Tax Credit. For 2013, DAN is expanding this
relationship: in every market where both DAN and NDI have a presence, members will provide financial
training for people affected by disabilities, using modules produced by NDI.
The special needs trust advisors at Merrill Lynch help the families of disabled people to arrange for ongoing
support and care well into the future. DAN chapters provide awareness training and valuable insight to
these advisors, helping them better understand the issues and concerns of disabled people and their
families.
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People tend to come to Disability Advocacy Network
At the chapter level, DAN is working to bring in new members, and to make all members more engaged
when they don't know where to turn for help
with the network’s activities. In general, chapters can choose particular focus areas based on their
perhaps a family member has developed a disability,
or maybe the local school has decided to put their
members’ interests — autism or Alzheimer’s, for example — and build events and seminars around these
topics. The chapters are also very connected to their communities and typically host major events in
October — Disability Awareness Month — including awareness expos with nonprofit organizations,
seminars, panel discussions and volunteer opportunities.
child in a special needs class. Someone in the network
will have gone through a similar situation and is ready
to share their experience and advice. That's
perspective the employee probably wouldn't have
found if the network wasn't there, and that's a new,
positive connection within the organization.
Sean Foster, cochair, Disability Advocacy Network
Welcome
Did You Know
Highlights
Partnerships
Overview
Directory
U.S.
Florida
Massachusetts
Texas
Arizona
Jacksonville
Chapter Chairs
Matt Cooksey
Heidi Dorn
Boston/Eastern New England
Chapter Chairs
Andy Keith
Lisa Forsberg
Dallas (North Texas Chapter)
Chapter Chairs
Marc Woods
Erika LenkHatfield
Jeff Laux
Executive Sponsor
Charlie King
Executive Sponsor
Dean Athanasia
Executive Sponsor
Brian Angle
Matthew Young
Georgia
Maine
Executive Sponsor
Mairzi Scott
Atlanta
Chapter Chairs
Scott Hilton
Fred McKinney
Belfast(Maine Chapter)
Chapter Chairs
Lousie Magoon
Jen PraySmith
Executive Sponsor
Chris Dubey
Kelly Kimble
Phoenix
Chapter Chairs
Jim Elwood
Rex Richardson
California
San Francisco
Chapter Chairs
Will Henningsen
Dan Cutter
Illinois
Executive Sponsor
Open
Chicago
Chapter Chairs
Cheryl Carter
Southern California
Chapter Chairs
Roni Zepeda
Mason Lee
Executive Sponsor
John Berens
Delaware
Wilmington
Chapter Chairs
Larry Kappauf
Lynn Day
Krystal Cobb
Chris Dennis
Executive Sponsor
Chip Rossi
Executive Sponsor
Chip Rossi
North Carolina
San Antonio
Chapter Chairs
Rachelle Everett
Judy Bollom
Executive Sponsor
Open
(exAsia)
UK
London
Mehul Dhadankar
Charlotte
Chapter Chairs
Erin Darcy
Patricia Zavagnin
Susan Thomas
Chapter Chairs
Gary Toner
Nnaemeka Ezugwu
Executive Sponsor
Valerie Kilgore
Executive Sponsor
Greg Hobby
Executive Sponsor
Open
New York
Chapter Chairs
Madeline Quinn
Robert Sensale
Latin America
Costa Rica
Chapter Chairs
Raquel Mechoulam Villalobos
Diane Shults
Mora Miralles Monserrat
Paras Kishnani
Executive Sponsor
Silvina Salazar
Executive Sponsor
Joanthan Shiff
Welcome
Did You Know
Highlights
Partnerships
Overview
The Hispanic/LatinoOrganization for Leadership & Advancement (HOLA) provides a forum where employees
can gain access to professional development resources, mentoring programs and networking opportunities
with senior leaders.
Mission
The mission of HOLA is to create a forum where Hispanic/Latino employees engage, mentor and support
one another, cultivating professional leadership development and supporting Bank of America by helping to
attract, retain and develop Hispanic/Latino employees.
Activities
Hispanic/Latino Organization for Leadership & Advancement had an active year. Local chapters found new
ways to engage employees, and the network as a whole made strides in developing initiatives that
contribute to professional development and business strategy.
Directory
6,200 members
Keith T. Banks
Marlene Potter
Enterprise Leaders
Robert Martinez
Ofelia Munoz
Silvina Salazar
Contact Us
U.S.
[email protected]
Because they each cover such a wide geography, the Arizona and Los Angeles chapters have often found
that it hasn’t been practical for a large percentage of employees to attend most events. To address this, the
leadership created “subchapters” — informal chapters that are under the governance of the main chapter,
but that provide new opportunities for employees interested in volunteering, attending events, taking on
responsibilities and generally contributing to the HOLA mission. The subchapters have proven a great
success and are a wonderful model for other network chapters facing similar challenges.
The Las Vegas chapter created a school supply drive that was so successful that four local broadcast
networks — including Univision — captured the results, creating some great PR for the bank.
The Charlotte chapter created a robust mentoring program that is being adopted by other chapters. Thirty
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mentor pairs were chosen across different lines of business, and the program itself was highly structured
and focused to ensure it was meaningful to both mentors and mentees alike.
The network has developed a virtual chapter designed to reach out to any employee working in any area of
the bank. The goal is to offer one professional development webinar a month — a great asset for
employees, of course, and also an opportunity for chapter leaders to gain wider exposure for the work they
do on a local level.
HOLA has a growing opportunity to assist the bank’s business strategy. The Hispanic community is one of
the fastestgrowing in the U.S., and HOLA — which has over 6,000 members across the nation — can be the
voice of the customer, as well as the voice of the employee. HOLA members can bring their knowledge into
the bank for consumer research and product development. For example, the Charlotte chapter ran a focus
group for ecommerce to understand how Hispanic customers are using mobile banking.
Because I work in ecommerce and my team is
scattered around the country, I can sometimes feel
isolated at my job. HOLA has given me the
opportunity to connect with people throughout the
organization, including senior leaders. Thanks to
HOLA, I'm engaged in the organization, and my
network has grown so that I have people to reach out
to when I need assistance.
Ofelia Munoz, cochair, Hispanic/LatinoOrganization
for Leadership & Advancement
Welcome
Did You Know
Highlights
Partnerships
Overview
Directory
U.S.
Connecticut
Massachusetts
Ohio
All/Virtual
Chapter Chairs
Jacqueline Nadal
Boston
Chapter Chairs
Elvin Rodriguez
Mary Jason
Cleveland
Chapter Chairs
Kristen McCoy
Amy Watkins
Executive Sponsor
Kevin Dolan
Executive Sponsor
James Rufus
Wilmington
Chapter Chairs
Michelle Sorrells
Michigan
Rhode Island
Chapter Chairs
Linda Patel
Executive Sponsor
Colleen Benjamin
Bill Borquez
Providence
Chapter Chairs
Randel George
Dennis G. Fernandez
Chapter Chairs
Jeannette Ross
Tony Vasquez
Executive Sponsor
Open
Arizona
Phoenix
Chapter Chairs
Selene Villalobos
Martha NunezSchroeder
Yunuen Abad
Executive Sponsor
Benito Almanza
California
Fresno
Chapter Chairs
Jaime Gonzalez
Adriana Silva
Maria "Cony" Rangel
Executive Sponsor
Raquel Gonzalez
Monterey
Chapter Chairs
Cynthia (Cindy) Hawkins
Sanda Faith
Francisco Gonzalez
Executive Sponsor
Deirdre Smallwood
SF Bay Area Chapter (San Francisco)
Chapter Chairs
Ximena Delgado
Monica Serrano
Executive Sponsor
Raquel Gonzalez
Sacramento
Chapter Chairs
Richard Bothun
Christi Moore
Executive Sponsor
Peter Lendrum
San Diego
Chapter Chair
Tony Gonzalez
David Crosthwaite
Erika Rangel
Executive Sponsors
Angie Lucero
Luis Chacon
Janice Ward
Executive Sponsor
Karen Spagna
Delaware
Florida
Executive Sponsor
Brett Bernard
Jacksonville
North Carolina
Chapter Chairs
Alida Lupari
Charlotte
Chapter Chairs
James Freedman
Hilton Nazario
Executive Sponsor
Sam Perone
South Florida (Palm Beach)
Chapter Chairs
Marcela Gallego
Steven P. Daigle
Javier Arbelaez
Executive Sponsor
Mario Diaz
Tampa
Chapter Chairs
Shirley Morejon
Alejandro Goicoechea
Rafael Gaztambide
Executive Sponsors
Jackson Jones
Victor Rivera
Georgia
Atlanta
Chapter Chairs
Nasha A. Dixon
Javier Calvo
Executive Sponsor
Anthony Vasquez
Illinois
Chicago
Chapter Chairs
Fernando Pastor
Georgina Mayback
Michelle Fries
Executive Sponsor
Marcus Velasco
Rich Robles
Executive Sponsor
Jose Ruiz
New Jersey
Hopewell
Chapter Chairs
Leosinda Lebron
Melissa Harrell
Executive Sponsor
Sal Cucchiara
Newark
Chapter Chairs
Michelle Feijo
Erika Gonzalez
Executive Sponsor
Chris Randazzo
Nevada
Las Vegas
Chapter Chairs
Edgar A. Velazquez
Melissa Chavez
Executive Sponsor
George Smith
New York
Chapter Chairs
Luisa Cassanello
Maria Crisostomo
Executive Sponsor
Jeff H. Barker
Executive Sponsor
Keith Jacobson
Texas
North Texas (Dallas)
Chapter Chairs
Claudia Franklin
Dee Vargas
Jenifer Daidone
Executive Sponsor
Susie Johnson
Houston
Chapter Chairs
Olga Garza
Yessenia Cortez
Executive Sponsor
Gillian Breidenbach
San Antonio
Chapter Chairs
Carlos Camacho
Margie Hodges
Executive Sponsor
Susie Johnson
Washington
Seattle
Chapter Chairs
Jose Zerpa
Esther Aguilar
Executive Sponsor
Open
Virginia
Hampton Roads
Chapter Chairs
Delicia Durant
Patricia Williams
Executive Sponsor
Bryan Olson
Welcome
Did You Know
Highlights
Partnerships
Overview
InterGenerational Employee Network (IGEN) is the newest member of our EN family. IGEN was designed to explore generational diversity and dynamics at Bank of America and in the workplace, discuss
opportunities and challenges facing members of each generation, gain new skills for interacting across generations and bridge communication gaps which may exist between the generations. At the heart of IGEN is the company brand we’re better when we’re connected!
IGEN also focuses on promoting employee and business growth through partnerships with other employee networks, Bank of America Community Volunteers and Diversity and Inclusion Business Councils.
Mission
To promote generational diversity as a necessary component of an inclusive corporate environment by raising visibility, driving awareness and encouraging opportunities for employees and the business.
Directory
375 members
John Harris
Laurie Readhead
Enterprise Leaders
Anna Ettin
Mary Ann Portt
Contact Us
For more information
Visit the IGEN network homepage
Goals
To raise awareness of generational diversity and expand our dialogue to drive productive interactions
“IGEN seeks to bridge the differences in
across all generations in the workplace; communication style and priorities that can arise in To leverage generational diversity to promote employee and business growth opportunities; the workplace and as we serve our customers and To maintain the focus on generational diversity and its trends; To provide the knowledge critical to attract, retain and develop a generationally diverse mix of employees; What does that really mean? Internally, IGEN can bridge gaps between generations — helping develop the relationship between a 27yearold manager and a 67yearold employee, who might be clashing over
different expectations and communications styles. Externally, IGEN can identify ways in which to better communities. By initiating crossgenerational
conversations IGEN can further our brand commitments to make expertise more accessible and relationships more human”. Mary Ann Portt, cochair, InterGenerational Employee Network
serve customers and clients, such as in product development to better understand the needs of each generation, or in providing a young call center employee with the right frame of reference and questions to
have a successful connection during a collection phone call to an elderly customer.
Activities
IGEN was launched as a pilot chapter in Atlanta in July 2012. After a kickoff event and three virtual events, the chapter boasted almost 400 members by the end of the year and was well on its way to positioning the network as the central point for research and knowledge about intergenerational dynamics, both within “Expertise in leading multigenerational teams is a critical and highlyvalued skill. Successful leaders need to bridge style differences in communication, coaching and recognition. They need to assist employees’ career development and achievement in our communities. each life stage, and ensure knowledge transfer when appropriate. IGEN can spark conversations and In 2013, IGEN is planning to launch several new chapters including Los Angeles and Houston, as well as developing three educational modules: “Generations 101” (identifying traits of Traditionalists, Boomers, Anna Ettin, cochair, InterGenerational Employee the bank and externally with clients and through volunteer activities in
Generation X, and Generation Y or “Millennials”), “Communicating Across Generations” and “Managing Across Generations”. In addition to evolving IGEN’s business and strategic impacts, chapters will identify and support volunteer activities allowing members to network with clients, community members and teammates from different generations. Generations 101:
create relationships to achieve these ends.” Network Global Diversity & Inclusion Employee Network Report
Welcome
Did You Know
Highlights
Partnerships
Overview
U.S.
California
Los Angeles
(launched September 5, 2013)
Chapter Chairs
Maria Beckman
Pamela Gabriel
Executive Sponsor
Matt Dalany
Georgia
Atlanta
Chapter Chairs
Rhonda Bettis
Parker Smith
Executive Sponsor
Nancy Chastain
Directory
Activities
IGEN was launched as a pilot chapter in Atlanta in July 2012. After a kickoff event and three virtual events, Global Diversity
& Inclusion Employee Network Report
the chapter boasted almost 400 members by the end of the year and was well on its way to positioning the network as the central point for research and knowledge about intergenerational dynamics, both within Welcome
the bank and externally with clients and through volunteer activities in
Did You Know
our communities. Highlights
Partnerships
In 2013, IGEN is planning to launch several new chapters including Los Angeles and Houston, as well as Global Diversity & Inclusion Employee Network Report
developing three educational modules: “Generations 101” (identifying traits of Traditionalists, Boomers, Generation X, and Generation Y or “Millennials”), “Communicating Across Generations” and “Managing Across Generations”. In addition to evolving IGEN’s business and strategic impacts, chapters will identify and support volunteer activities allowing members to network with clients, community members and critical and highlyvalued skill. Successful leaders need to bridge style differences in communication, coaching and recognition. They need to assist employees’ career development and achievement in each life stage, and ensure knowledge transfer when appropriate. IGEN can spark conversations and create relationships to achieve these ends.” Anna Ettin, cochair, InterGenerational Employee Network Overview
Directory
teammates from different generations. Generations 101:
InterGenerational Employee Network (IGEN) is the newest member of our EN family. IGEN was designed to explore generational diversity and dynamics at Bank of America and in the workplace, discuss
opportunities and challenges facing members of each generation, gain new skills for interacting across generations and bridge communication gaps which may exist between the generations. At the heart of IGEN is the company brand we’re better when we’re connected!
IGEN also focuses on promoting employee and business growth through partnerships with other employee networks, Bank of America Community Volunteers and Diversity and Inclusion Business Councils.
Mission
To promote generational diversity as a necessary component of an inclusive corporate environment by raising visibility, driving awareness and encouraging opportunities for employees and the business.
375 members
John Harris
Laurie Readhead
Enterprise Leaders
Anna Ettin
Mary Ann Portt
Contact Us
For more information
Visit the IGEN network homepage
Goals
To raise awareness of generational diversity and expand our dialogue to drive productive interactions
“IGEN seeks to bridge the differences in
across all generations in the workplace; communication style and priorities that can arise in To leverage generational diversity to promote employee and business growth opportunities; the workplace and as we serve our customers and To maintain the focus on generational diversity and its trends; To provide the knowledge critical to attract, retain and develop a generationally diverse mix of employees; What does that really mean? Internally, IGEN can bridge gaps between generations — helping develop the relationship between a 27yearold manager and a 67yearold employee, who might be clashing over
different expectations and communications styles. Externally, IGEN can identify ways in which to better communities. By initiating crossgenerational
conversations IGEN can further our brand commitments to make expertise more accessible and relationships more human”. Mary Ann Portt, cochair, InterGenerational Employee Network
serve customers and clients, such as in product development to better understand the needs of each generation, or in providing a young call center employee with the right frame of reference and questions to
have a successful connection during a collection phone call to an elderly customer.
Activities
IGEN was launched as a pilot chapter in Atlanta in July 2012. After a kickoff event and three virtual events, the chapter boasted almost 400 members by the end of the year and was well on its way to positioning the network as the central point for research and knowledge about intergenerational dynamics, both within “Expertise in leading multigenerational teams is a critical and highlyvalued skill. Successful leaders need to bridge style differences in communication, coaching and recognition. They need to assist employees’ career development and achievement in our communities. each life stage, and ensure knowledge transfer when appropriate. IGEN can spark conversations and In 2013, IGEN is planning to launch several new chapters including Los Angeles and Houston, as well as developing three educational modules: “Generations 101” (identifying traits of Traditionalists, Boomers, Anna Ettin, cochair, InterGenerational Employee the bank and externally with clients and through volunteer activities in
Generation X, and Generation Y or “Millennials”), “Communicating Across Generations” and “Managing Across Generations”. In addition to evolving IGEN’s business and strategic impacts, chapters will identify and support volunteer activities allowing members to network with clients, community members and teammates from different generations. Generations 101:
create relationships to achieve these ends.” Network Global Diversity & Inclusion Employee Network Report
Welcome
Did You Know
Highlights
Partnerships
Overview
Leadership, Education, Advocacy & Development (LEAD) for Women offers information, education and
networking with other women, enabling members to share best practices and cultivate connections
fostering success locally and nationally. Common offerings include panel discussions, mentoring programs,
networking events and professional development webinars, as well as volunteer activities and partnerships
with Bank of America Community Volunteers and other employee networks. Men are encouraged to
become members and participate in LEAD for Women events to show their support for female teammates.
Mission
To promote professional women’s development and to help attract, grow and retain successful women at
Bank of America. LEAD for Women provides support and leverages the collective talents of employees to
help make our company the employer of choice for female talent at every level of the organization.
30,000+ members
Glenda Gabriel
Laurie Krupa
Enterprise Leaders
Beth Blanton
Brenda Godfrey
Vicky L. Waddell
EMEA Executive Sponsor
Fernando Vicario
Asia PAC Executive Sponsor
Activities
Jennifer Taylor
Leadership, Education, Advancement and Development for Women has in the past focused primarily on
Contact Us
professional development and community involvement. In 2012, the network and local chapters put a
special emphasis on recruiting. At allhands chapter leader calls, recruiters were invited to talk about
opportunities for reaching out to and hiring top female candidates. LEAD for Women chapters held
professional development events focusing on topics such as interview skills and resume building; members
were encouraged to bring a friend from outside the bank, giving chapter leadership the opportunity to
highlight the bank and what it offers, and to possibly recruit qualified candidates.
Directory
U.S.
[email protected]
[email protected]
Asia Pacific
[email protected]
Like many of the networks, LEAD for Women has faced challenges engaging with employees who work in
call centers or banking centers or who are not near a chapter location. Two years ago, the network
launched a virtual chapter that grew dramatically in 2012 thanks to a series of professional development
events that augment the offerings of the physical chapters.
In March — Women’s History Month — the New York City chapter teamed up with the Global Banking and
Markets Diversity & Inclusion Council to honor 2011 Nobel Peace Prize Laureate Leymah Gbowee. Gbowee
is a Liberian peace activist, social worker and women’s rights advocate whose leadership of the Women of
Liberia Mass Action for Peace played a pivotal role in ending Liberia’s civil war in 2003. A screening of a
documentary on the subject, "Pray the Devil Back to Hell," was followed by an address from Gbowee, who
was introduced by Abigail E. Disney, the producer of the film.
On September 13, LEAD for Women was recognized as a special honoree by Dress for Success at their
annual Women in Business: Making Change breakfast held at the New York Stock Exchange. Laurie Krupa,
Managing Director for Global Wealth Management and LEAD for Women Executive Sponsor, received the
award for the bank. LEAD for Women began partnering with Dress for Success several years ago, most
notably sponsoring suit drives that have helped women who face challenges getting back into the
View Image Gallery
Leadership, Education, Advocacy & Development for
Women gives a better perspective on the bank. I hear
what's going on in different areas, and I learn about
opportunities I might not otherwise know about.
coaching, onsite volunteer opportunities, fundraising walks and even IT support for local affiliates.
LEAD also gives me a sounding board, women I can
turn to when I need help thinking through an issue or
In partnership with Women in Banking and Finance, LEAD Australia sponsored two workshops as part of
“Future Leaders — Brand: You,” a series focused on helping future leaders build their personal brand. LEAD
organization. This is invaluable exposure and
experience I wouldn't normally get on the job.
workforce. In 2012, the partnership was expanded to include professional development, interview
Australia also hosted a campus event, “Set Opportunity in Motion,” which brought 50 female
undergraduate finance students to the Sydney office for an informative, interactive session on careers in
finance, how to present yourself and networking.
who can keep me posted on what's going on in the
Marabeth Blanton, cochair, Leadership, Education,
Advocacy & Development for Women
Looking ahead, LEAD for Women is tackling business development initiatives. Many of the chapters offer
financial empowerment education to women in the bank, and these modules may be transformed into
client offerings. Network and chapter leaders are also considering programs such as professional
development and expert advice for female small business owners.
Being part of LEAD for Women gives people
opportunities that can be incorporated into their
development plans for their future. People who step
up into leadership roles within the network gain skills
they might never have developed in their jobs, in a
safe environment with a lot of support.
Mary Ellen King, cochair, Leadership, Education,
Advocacy & Development for Women
Welcome
Did You Know
Highlights
Partnerships
Overview
U.S.
Idaho/East Washington
New York
All/Virtual Chapter
Chapter Chairs
Nanette Duncan
Greater Buffalo
Chapter Chair
Lisa Bogart
Chapter Co-Chairs
Ramona Ashraf
Stephanie Armatas
Executive/Local Sponsors
Jill A. Calabrese Bain
Heather M. Chambers
Executive Sponsors
Shelly D. Hilzendeger
Bob Landers
Holly Oneill
Illinois
Arizona
Chicago
Chapter Chairs
Noemi Rosa
Phoenix
Chapter Chair
Brandon M. Simmons
Executive/Local Sponsor
Shantell Blalock
California
Los Angeles
Chapter Chairs
Nicole Wells
Claudia Bodan
Mary Beth Moroney
Executive Sponsors
Dorothy Litos
Shanna Streeter
Executive Sponsors
Katherine F. Gnapp
Audrey Pengelly
Massachusetts
Boston
Chapter Chair
Jeanine Hall
Executive Sponsor
Sharon L. Battle
Executive Sponsor
Michael R. Sherman
Ventura County
Chapter Chairs
Sharon Campbell
Anjanette Guerrero
Executive Sponsors
Lori Fitzgerald
Margo Messina
Debbie Robins
Delaware
Chapter Chair
Melonie Fetterman
Executive Sponsor
Shelley Waite
Washington, D.C.
Michigan
Detroit
Chapter Chairs
Dominique C. Lucas
Jennifer B. Cooley
Executive Sponsor
Teresa M. Debastiani
Missouri
Kansas City
Chapter Chairs
Danielle F. Robinson
Cammie Gunnell
Executive Sponsor
Open
St. Louis
Chapter Chairs
Emilie Moody
Kimberly O'Neil
Executive Sponsor
Myra Mattingly
North Carolina
Maria Rivera Cespedes
Executive Sponsor
Sandra Penn Sims
Mexico
Executive Sponsor
Open
Executive Sponsor
Open
New York
Chapter Chairs
Athena Ole
Executive Sponsor
Connie A. Verducci
Kate Todd
Costa Rica
Chapter Chairs
Kenia Madrigal Artavia
Chapter Chair
Mayte Inzunza
Donna M. Mangubat
Executive Sponsors
Belinda Harrington
Latin America
Mary E. Lee
Belfast
Chapter Chair
Mary Tripp
Orange County
Chapter Chair
Mariana Larr
Executive Sponsor
Open
Long Island
Chapter Chairs
Carolina T. Schaefer
Kathleen Flock
Maine
Diana Gleason
San Francisco
Chapter Chairs
Marianna Pisano
Carlin Walker
Executive Sponsor
Susan M. Resetarits
Directory
Ohio
Cleveland
Chapter Chair
Carrie McCoy
Europe and Emerging Markets (ex
Asia)
London / England
Chapter Chairs
Emma Couper
Angela F. Ratliff
Executive Sponsor
Fernando Vicario
Executive Sponsor
Jeneen S. Marziani
Columbus
Chapter Chair
Alexandra Bonsteel
Executive Sponsor
Open
Rhode Island
Providence
Chapter Chairs
Theresa Daly
Priscilla E. Aubourg
Executive Sponsors
Donna J. Dailey
William R. Tommins
South Carolina
Chapter Chair
Sherry Wescom
Executive Sponsors
Kim A. Wilkerson
Linda F. Woodside
Asia Pacific
Australia
Chapter Chairs
Tanya M. Irvine
Adrienne Bloom
Executive Sponsor
Jim BarrettLennard
China
Chapter Chairs
Maggie Qiu
Hong (Lily) Wu
Executive Sponsor
Ben Ko
Hong Kong
Chapter Chair
Puja Karki
Executive Sponsors
Ben Ko
Tennessee
Debbie Chin
Chapter Chairs
Christina T. Smith
India
Katlann Smith
Diane F. Tate
Executive Sponsors
Chapter Chairs
Vertica Saxena
Bhaswati Sinha Das
Welcome
Did You Know
Highlights
Partnerships
Overview
The Lesbian, Gay, Bisexual & Transgender (LGBT) Pride employee network provides education, advocacy
and visibility for associates, customers and clients, and allies in support of the bank’s goal of being the most
admired company in the world. Our focus is a truly inclusive environment that encourages people to bring
their whole selves to work.
Mission
To sustain and grow a premier global employee network for lesbian, gay, bisexual, transgender and ally
employees, and to provide education, advocacy and visibility for employees, customers, clients and allies.
Activities
In 2012, Lesbian, Gay, Bisexual & Transgender Pride focused its efforts on workplace environment and
community involvement. The highlight of its workplace environment initiatives is a training program
created in collaboration with Out and Equal Workplace Advocates. The program focuses on LGBT diversity
in the workplace, with the goal of educating and informing leaders and employees on the specific
challenges faced by the LGBT community and employees, both inside and outside Bank of America.
The programs include training exercises, a terminology Q & A, information on the Employee Non
Discrimination Act and a panel of LGBT employees and their allies, sharing firsthand experiences about the
importance of an inclusive environment. In 2012, sessions were held in Maine, Calabasas and Wilmington,
Directory
4,600+ members
Paula Dominick
Justine Metz
Mark Stephanz
Enterprise Leaders
Michael M Bloch
Kevin England
Crystal Goguen
De Diego Giorgi
Regional Leader for EMEA
Daniel Docherty
Contact Us
U.S.
[email protected]
regional.diversity
with additional events planned for 2013.
LGBT Pride organizes the bank’s participation at community Pride events, and there is typically strong
employee turnout — including over 500 participants at the Los Angeles parade in 2012. These events bring
Through the diversity training that LGBT Pride does
great positive attention to the bank; participants wear their red bank tshirts and carry signs promoting the
with Out and Equal Workplace Advocates, the bank
bank’s accomplishments in workplace inclusiveness, such as corporate equality, domestic partner benefits
demonstrates its belief that employees should be
comfortable bringing their whole selves to work.
and the tax equalization credit. At some events the bank sets up a booth to take applications for new
accounts and credit cards, and those signing up frequently tell volunteers that they had no idea the bank
was so supportive of the LGBT community.
In May 2012, Bank of America hosted the second annual Out on the Street, an allday LGBT leadership
summit for the Wall Street community, focused on bringing senior LGBT leaders together to discuss vital
issues, network and collectively set a forwardlooking LGBT agenda for Wall Street. Bank of America and
Merrill Lynch were wellrepresented at the summit: Brian Moynihan delivered the welcome remarks; Mark
Stephanz, Vice Chairman, Global Financial Sponsors for Bank of America Merrill Lynch, moderated the
opening plenary; Richard Linebaugh, Managing Director, Global Treasury Services, spoke on a panel
discussion; and Alastair Borthwick, Managing Director and Cohead of Global Capital Markets for Bank of
America Merrill Lynch, hosted the closing cocktail reception.
LGBT Pride partners with The Trevor Project, an organization that provides resources to LGBT teens who are
at risk of suicide. Through this partnership, LGBT Pride members have a variety of meaningful volunteer
opportunities: answering letters from youth and calls on a teen suicide prevention hotline, participating in
online Q & A forums, conducting workshops in schools and community organizations, and staffing events.
Many of these opportunities are virtual, and are therefore available to Bank of America employees around
the country.
There is definitely a financial benefit here for the
bank — people can give more to their jobs when they
can be their true self at work.
Crystal Goguen, Enterprise Leader, Lesbian, Gay,
Bisexual & Transgender (LGBT) Pride
Welcome
Did You Know
Highlights
Partnerships
Overview
U.S.
Idaho/East Washington
New York
All/Virtual Chapter
Chapter Chairs
Nanette Duncan
Greater Buffalo
Chapter Chair
Lisa Bogart
Chapter Co-Chairs
Ramona Ashraf
Stephanie Armatas
Executive/Local Sponsors
Jill A. Calabrese Bain
Heather M. Chambers
Executive Sponsors
Shelly D. Hilzendeger
Bob Landers
Holly Oneill
Illinois
Arizona
Chicago
Chapter Chairs
Noemi Rosa
Phoenix
Chapter Chair
Brandon M. Simmons
Executive/Local Sponsor
Shantell Blalock
California
Los Angeles
Chapter Chairs
Nicole Wells
Claudia Bodan
Mary Beth Moroney
Executive Sponsors
Dorothy Litos
Shanna Streeter
Executive Sponsors
Katherine F. Gnapp
Audrey Pengelly
Massachusetts
Boston
Chapter Chair
Jeanine Hall
Executive Sponsor
Sharon L. Battle
Executive Sponsor
Michael R. Sherman
Ventura County
Chapter Chairs
Sharon Campbell
Anjanette Guerrero
Executive Sponsors
Lori Fitzgerald
Margo Messina
Debbie Robins
Delaware
Chapter Chair
Melonie Fetterman
Executive Sponsor
Shelley Waite
Washington, D.C.
Michigan
Detroit
Chapter Chairs
Dominique C. Lucas
Jennifer B. Cooley
Executive Sponsor
Teresa M. Debastiani
Missouri
Kansas City
Chapter Chairs
Danielle F. Robinson
Cammie Gunnell
Executive Sponsor
Open
St. Louis
Chapter Chairs
Emilie Moody
Kimberly O'Neil
Executive Sponsor
Myra Mattingly
North Carolina
Maria Rivera Cespedes
Executive Sponsor
Sandra Penn Sims
Mexico
Executive Sponsor
Open
Executive Sponsor
Open
New York
Chapter Chairs
Athena Ole
Executive Sponsor
Connie A. Verducci
Kate Todd
Costa Rica
Chapter Chairs
Kenia Madrigal Artavia
Chapter Chair
Mayte Inzunza
Donna M. Mangubat
Executive Sponsors
Belinda Harrington
Latin America
Mary E. Lee
Belfast
Chapter Chair
Mary Tripp
Orange County
Chapter Chair
Mariana Larr
Executive Sponsor
Open
Long Island
Chapter Chairs
Carolina T. Schaefer
Kathleen Flock
Maine
Diana Gleason
San Francisco
Chapter Chairs
Marianna Pisano
Carlin Walker
Executive Sponsor
Susan M. Resetarits
Directory
Ohio
Cleveland
Chapter Chair
Carrie McCoy
Europe and Emerging Markets (ex
Asia)
London / England
Chapter Chairs
Emma Couper
Angela F. Ratliff
Executive Sponsor
Fernando Vicario
Executive Sponsor
Jeneen S. Marziani
Columbus
Chapter Chair
Alexandra Bonsteel
Executive Sponsor
Open
Rhode Island
Providence
Chapter Chairs
Theresa Daly
Priscilla E. Aubourg
Executive Sponsors
Donna J. Dailey
William R. Tommins
South Carolina
Chapter Chair
Sherry Wescom
Executive Sponsors
Kim A. Wilkerson
Linda F. Woodside
Asia Pacific
Australia
Chapter Chairs
Tanya M. Irvine
Adrienne Bloom
Executive Sponsor
Jim BarrettLennard
China
Chapter Chairs
Maggie Qiu
Hong (Lily) Wu
Executive Sponsor
Ben Ko
Hong Kong
Chapter Chair
Puja Karki
Executive Sponsors
Ben Ko
Tennessee
Debbie Chin
Chapter Chairs
Christina T. Smith
India
Katlann Smith
Diane F. Tate
Executive Sponsors
Chapter Chairs
Vertica Saxena
Bhaswati Sinha Das
Welcome
Did You Know
Highlights
Partnerships
Overview
The Lesbian, Gay, Bisexual & Transgender (LGBT) Pride employee network provides education, advocacy
and visibility for associates, customers and clients, and allies in support of the bank’s goal of being the most
admired company in the world. Our focus is a truly inclusive environment that encourages people to bring
their whole selves to work.
Mission
To sustain and grow a premier global employee network for lesbian, gay, bisexual, transgender and ally
employees, and to provide education, advocacy and visibility for employees, customers, clients and allies.
Activities
In 2012, Lesbian, Gay, Bisexual & Transgender Pride focused its efforts on workplace environment and
community involvement. The highlight of its workplace environment initiatives is a training program
created in collaboration with Out and Equal Workplace Advocates. The program focuses on LGBT diversity
in the workplace, with the goal of educating and informing leaders and employees on the specific
challenges faced by the LGBT community and employees, both inside and outside Bank of America.
The programs include training exercises, a terminology Q & A, information on the Employee Non
Discrimination Act and a panel of LGBT employees and their allies, sharing firsthand experiences about the
importance of an inclusive environment. In 2012, sessions were held in Maine, Calabasas and Wilmington,
Directory
4,600+ members
Paula Dominick
Justine Metz
Mark Stephanz
Enterprise Leaders
Michael M Bloch
Kevin England
Crystal Goguen
De Diego Giorgi
Regional Leader for EMEA
Daniel Docherty
Contact Us
U.S.
[email protected]
regional.diversity
with additional events planned for 2013.
LGBT Pride organizes the bank’s participation at community Pride events, and there is typically strong
employee turnout — including over 500 participants at the Los Angeles parade in 2012. These events bring
Through the diversity training that LGBT Pride does
great positive attention to the bank; participants wear their red bank tshirts and carry signs promoting the
with Out and Equal Workplace Advocates, the bank
bank’s accomplishments in workplace inclusiveness, such as corporate equality, domestic partner benefits
demonstrates its belief that employees should be
comfortable bringing their whole selves to work.
and the tax equalization credit. At some events the bank sets up a booth to take applications for new
accounts and credit cards, and those signing up frequently tell volunteers that they had no idea the bank
was so supportive of the LGBT community.
In May 2012, Bank of America hosted the second annual Out on the Street, an allday LGBT leadership
summit for the Wall Street community, focused on bringing senior LGBT leaders together to discuss vital
issues, network and collectively set a forwardlooking LGBT agenda for Wall Street. Bank of America and
Merrill Lynch were wellrepresented at the summit: Brian Moynihan delivered the welcome remarks; Mark
Stephanz, Vice Chairman, Global Financial Sponsors for Bank of America Merrill Lynch, moderated the
opening plenary; Richard Linebaugh, Managing Director, Global Treasury Services, spoke on a panel
discussion; and Alastair Borthwick, Managing Director and Cohead of Global Capital Markets for Bank of
America Merrill Lynch, hosted the closing cocktail reception.
LGBT Pride partners with The Trevor Project, an organization that provides resources to LGBT teens who are
at risk of suicide. Through this partnership, LGBT Pride members have a variety of meaningful volunteer
opportunities: answering letters from youth and calls on a teen suicide prevention hotline, participating in
online Q & A forums, conducting workshops in schools and community organizations, and staffing events.
Many of these opportunities are virtual, and are therefore available to Bank of America employees around
the country.
There is definitely a financial benefit here for the
bank — people can give more to their jobs when they
can be their true self at work.
Crystal Goguen, Enterprise Leader, Lesbian, Gay,
Bisexual & Transgender (LGBT) Pride
Welcome
Did You Know
Highlights
Partnerships
Overview
Directory
U.S.
Florida
Maryland
Ohio
All/Virtual
Jacksonville
Chapter Chairs
Chad Stuck
Sarah Katz
Baltimore Metro
Chapter Chairs
Joinette Smallwood
Lana Hill
Cleveland
Chapter Chair
Janet Sassano
Anne Jimenez
Executive Sponsor
Ann Balthis
Chapter Chair
open
Executive Sponsors
Aimee Broadhurst
Daniel Docherty
Arizona
Phoenix
Chapter Chair
Mike D. Ruiz
Executive Sponsor
Bobbi M. Reginato
California
San Francisco
Chapter Chairs
Juan G. Herrera
Jessica Fisher
Carlo Alfonso
Ariel Sacote
Executive Sponsors
Maxine (Max) Moir
Chris Shepler
Southern California Chapter (Los
Angeles)
Chapter Chairs
Rick Frazier
Erin V. Hanson
Executive Sponsor
Michael E.S. McCarthy
San Diego, Orange & Inland Counties
Chapter Chairs
Dustin Lacasse
Lauri Smith
Executive Sponsor
Anjali Besley
South Florida
Chapter Chairs
Michael H. Kennis
Gus Sinibaldi
Executive Sponsors
Fabiola N. Brumley
Jeff S. Ransdell
Executive Sponsor
Kathleen Koch
Executive Sponsor
Lawrence G. (Larry) Kloth Sr.
Georgia
Nevada
Atlanta Metro
Chapter Chairs
Bradley J. Mallow
William N. (Bill) Denton
Las Vegas
Chapter Chairs
John Leveritt
Executive Sponsor
Mark A. Phillips
Illinois
Chicago
Chapter Chairs
Patrick Kubik
Leslie Henry
Executive Sponsor
Open
Maine
Executive Sponsor
Constantine (Dean) Andrews
Executive Sponsor
Gwendolyn A. Fetherston
Michigan
Steve Mahinfar
Chapter Chair
Mark R. Pappalardo
Boston
Chapter Chairs
Gerald Bligh
Kristine R. Millet
Tampa Bay
Chapter Chairs
David Bauer
Jim E. Martin
Executive Sponsors
C. John Mostofi
Connecticut
Massachusetts
Randolph T. Kohler
Chapter Chairs
Nelson Charron
Sarah Geroux
Executive Sponsors
Andrew Weeks
Theresa Andrews
Chapter Chairs
Melissa M. Summers
Stacey L. Fabrie
Katheryn (Dawn) Uri
Matthew Bachman
Executive Sponsor
Johanna L. Blake
New Jersey
Chapter Chair
Ray A. Difrancesco
Executive Sponsor
Kevin F. Craine
New York
NYC Metro
Chapter Chairs
Karen Chang
Mike Wilhelm
Executive Sponsors
Alastair Borthwick
Riley O. Etheridge Jr
Delaware
North Carolina
Delaware Valley
Chapter Chairs
Stacey Wishowsky
Carolinas Chapter (Charlotte)
Chapter Chairs
Nick Hernandez
Brendon Koronkiewicz
Executive Sponsor
Tamara K. (Tammy) Mangum
Executive Sponsor
Charlotte Simpson
Executive Sponsors
David P. Farrelly
Meredith K. Sonby
Columbus
Chapter Chairs
Joseph A. Lesko
Michelle Baka
Executive Sponsors
Johnathan L. Northup
Meredith K. Sonby
Pennsylvania
Scranton
Chapter Chair
Open
Executive Sponsor
Charlotte Simpson
Rhode Island
Chapter Chairs
Sara Mello
Adam A. Bonneville
Executive Sponsors
William F. Hatfield
Finale J. Norton
Texas
North Texas (Dallas)
Chapter Chairs
Andy Kivilaan
Sheila J. Ford
Rodney Ragland
Executive Sponsor
Rodney Ragland
Virginia
Chapter Chair
Sarah Vroman
Executive Sponsors
Garrett Briggs
Patrick J. McCallister
Washington
Pacific Northwest Chapter (Seattle)
Chapter Chair
Michael J. Bailey
Executive Sponsors
Garrett Briggs
Patrick J. McCallister
Latin America
Welcome
Did You Know
Highlights
Partnerships
Mission
The Multicultural Leadership Network (MLN) is an Employee Network group based in the
Europe and Emerging Markets (exAsia) regions for ethnic and cultural minority employees and their
colleagues/allies. It is a forum where employees within the region can exchange information, celebrate
various cultures and discuss issues pertaining to working in a corporate environment. The group is a
resource for ethnic minority employees and their colleagues as well as for others who are interested in this
subject. Our members are committed to fostering an environment that accepts values, encourages diversity
and celebrates the rich cultures that employees within the network bring to the organization.
Contribute to our company's growth by continuing to recruit, develop and recognize ethnic/cultural
leaders from the network
450 members
Enterprise Executive Sponsors for EMEA
Fabrizio Gallo
Sajid Hussein
Enterprise Leaders for EMEA
Elena Palatnik
Siddhartha Gandhi
Contact Us
[email protected]
Serve as cultural ambassadors, promote Bank of America Merrill Lynch in the community
Attract and retain a multicultural workforce
Create a community of associates in the Bank to collaborate on initiatives of common interest such as
career development, leadership development, business development and community outreach
Eliminate cultural barriers and bridge the Bank’s corporate culture with the cultural values represented
within the MLN
Reflect the diversity of our communities and customers
Objectives
Expand and communicate with members – sharing information of interest and value
Promote, support and develop talent in the Bank
Increase the leadership skills of our associates through leadership opportunities and expanded
responsibilities
Mentor associates from the network
Contribute to the development of the business by highlighting business opportunities
Educate associates and business leaders about cultures represented in the MLN
Support local lines of business and market leaders in their diversity and marketing objectives
Become a voice of the Bank within our communities
Provide a forum for associates to build their networks within the Bank
Activities
Associate development: Provide a mentoring program where MLN members can be mentored by a senior
leader or become a mentor to other teammates in either a group or individual setting
Networking: Regularly scheduled roundtables with senior leaders, business presentations and other
networking opportunities
Recruitment: Working closely with the bank’s recruitment team to attract diverse talent to the bank
Communications: Provide ongoing communication and awareness of MLN through the quarterly
newsletters and participation in community development events
Community outreach: Provide opportunities for members to participate in community activities and
serve on community boards
As a global company, building cross cultural synergies
is necessary to our ongoing success. There is a lot we
can learn from understanding and appreciating the
different cultures of our colleagues and clients alike.
Fabrizio Gallo, Enterprise Executive Sponsor
We are fortunate at Bank of America Merrill Lynch to
work with colleagues from all over the world. Such
cultural diversity puts us on a stronger platform and
provides opportunities for learning, creative thinking
and building mutual respect.
Sajid Hussein, Enterprise Executive Sponsor
Welcome
Did You Know
Highlights
Partnerships
Overview
The Military Support & Assistance Group (MSAG) supports enterprisewide efforts to attract, effectively
integrate, retain and develop veterans and friends. MSAG supports veteranfocused activities, community
involvement and the maximizing of veteran contributions that complement Bank of America’s growth
objectives. Bank of America has provided specialized services to military personnel since 1920 through our
Military Veteran Staffing Initiative, our transition assistance partnership with the Veterans Administration in
more than110 banking centers worldwide, and militaryfocused support groups and philanthropic
organizations nationwide.
Mission
To support efforts to attract, integrate, retain and develop military veterans and help maximize veteran
contributions that complement Bank of America’s growth objectives. MSAG chapters serve as a network for
veterans and members of their families, active duty and reserve military personnel, and interested
employees to work together on issues of common interest and support those affected by service in the
armed forces.
Activities
Directory
4,800 members
Cassi Chandler
Steve Tighe
Enterprise Leaders
Dayton Warfle
John Weires
Mark Clement
Regional Leaders for EMEA
Emma Couper
Dominic Rutherford
Contact Us
The Military Support & Assistance Group started a transition sponsor program for reservists in 2012. When
Americas
[email protected]
reservists employed by the bank are called to active duty, the program not only helps them transition to
and from their role at the bank, but also helps their families while they’re gone. So far, there are 100
volunteers in the program, and it’s being used as a model for a new program to help military hires transition
[email protected]
into the bank.
MSAG chapters have organized pro bono work on behalf of veterans and have taken part in the bank’s
home donation programs, with more than 100 homes donated to military and service members and their
families to date. In business development, MSAG has used its insight and experience to consult on products
and services that benefit military clients, especially in personal banking.
The bank’s leadership has shown extraordinary commitment to hiring and assisting reservists and veterans,
and this commitment has extended to military families as well. An informal network of military spouses has
merged with MSAG and brought new perspective on the needs of military families. For instance, if an
employee’s spouse is in the military and is transferred, the bank makes every effort to relocate the
View Image Gallery
employee and provide assistance with the transition.
MSAG members can quickly mobilize on behalf of employees either in the military or with family members
in the military. For instance, the Jacksonville chapter learned that Linda Hernandez, an employee in
collateral booking services, needed assistance when her husband, a U.S. Army reservist, was headed from
The Military Support & Assistance Group has acted as
an advisor to the benefits group on the needs of
veterans and reservists. For instance, reserve
Afghanistan to Bethesda for heart surgery. Linda and her family needed to travel to Bethesda for up to eight
weeks. The MSAG leadership pulled together network and corporate support, raising over $1500 for Linda
members were using their vacation time when they
and her family and arranging a place for the family to stay through its external partner Fisher House, which
bank. Now, the bank will continue their pay for up to
90 days when they’re mobilized, with differential pay
offers housing for military families near VA hospitals.
were called back to duty that was not the goal of the
for a year, and will hold their jobs for up to five years.
As far as I'm concerned, Bank of America provides the
best benefits and workplace environment for
reservists.
John Weires, cochair, Military Support & Assistance
Group
Welcome
Did You Know
Highlights
Partnerships
Overview
Directory
U.S.
Florida
Maryland
North Carolina
Arizona
Jacksonville
Chapter Chairs
Kristen Fife
Kristen Mulrain
Baltimore/Washington DC
Chapter Chairs
Thaddeus Say
Michelle Foy
Charlotte
Chapter Chair
Lisa Warfle
Executive Sponsor
Felix Mon
Executive Sponsor
Larry Di Rita
Phoenix
Chapter Chairs
Matt Kontje
Edward Boatwright
Executive Sponsors
Carlos Machado
Marc Tubbs
Tampa Bay
Chapter Chairs
Gerald Partney
California
Steve Wilson
Los Angeles
Chapter Chairs
Sean Gass
Executive Sponsor
Jeff Cathey
Mishael Baskerville
Executive Sponsor
Mark Sutton
Northern California
Chapter Chairs
John Szabo
Kevin Broomhead
Executive Sponsor
Chris Leupold
San Diego
Chapter Chair
Rick Benito
Executive Sponsor
Julian Parra
Connecticut
Hartford
Chapter Chairs
Lisa McNulty
Doug O'Donnell
Executive Sponsor
Kevin McDonnell
Delaware
Chapter Chairs
LanDinh Ngo
Kerry Ahern
Olivia Fritz
Executive Sponsor
Cabot Williams
South Florida/Miami
Chapter Chairs
Robin Frost
Frank Lacosta
Executive Sponsors
Oscar Lanza
Jim Chahine
Georgia
Atlanta
Chapter Chairs
Marsha Jens
Norris Livingston
Executive Sponsor
Donald Carlton
Augusta
Chapter Chairs
Eleanor Perry
Marina Garabedyan
David Van Lenten
Executive Sponsor
Ora Parish
Illinois
Chicago
Chapter Chairs
Brandy Carney
James Holmes
Executive Sponsors
Michael Voulgarelis
Paul C Riley
Maine
Belfast
Chapter Chairs
Randy Elden
Noreen Dow
Executive Sponsor
Brian J. King
Massachusetts
Boston
Chapter Chairs
Andrew D. Burns
Scott Mabel
Executive Sponsor
Mike Wilcox
Fayetteville (Eastern NC Chapter)
Chapter Chairs
Christina Didion
Veronica McFalls
Executive Sponsor
Marcus Cox
Executive Sponsor
Rob Declement
Ohio
Michigan / Indiana
Marge Bozzacco
Chapter Chairs
Krista Bridges
Chapter Chairs
Scott Ward
Cathy R. Patterson
Executive Sponsors
John Zurbuch
Executive Sponsor
Larry Kloth
Rhode Island
Missouri
Chapter Chairs
Luanne Breen
Eric Christman
St. Louis
Chapter Chairs
Thomas Krewson
Scott Gaylord
Michael Iafrate
Executive Sponsor
Maureen Bowman
Texas
New York
Executive Sponsor
John Cuddy
Dallas / North Texas
Chapter Chairs
Will Neinast
New York
Chapter Chair
Chris Goodwin
Brandon Williams
Executive Sponsors
Steve Tighe
Michael Armondo
Paul Critchlow
Executive Sponsors
Steven Mason
Virginia
Norfolk
Chapter Chairs
Jason T. Collins
Greg Marples
Executive Sponsor
Rebecca Siegel
Richmond
Chapter Chairs
Jim Hall
Jim Kelly
Executive Sponsor
Eric Kauders
Virtual
Chapter Chairs
Charlee Ratliff
Connie Bailey
Welcome
Did You Know
Highlights
Partnerships
Overview
The Native American Professional Network (NAPN) was launched in 2009 to aid in the recruitment and
career development of American Indians and Alaska Natives at Bank of America. The group works to help to
increase awareness of Native American business and cultural issues along with the representation of
American Indians and Alaska Natives at Bank of America.
Mission
The mission of the NAPN is to enhance professional development opportunities for American Indian and
Alaska Native employees. The NAPN also seeks to advance the bank’s business opportunities in American
Indian and Alaska Native communities.
Activities
The Southwest and Southern California chapters of the Native American Professional Network, located in
Phoenix, Los Angeles and San Diego, have had great success with programs designed to provide financial
Directory
900 members
Kim Hains
Donald Plaus
George Smith
Enterprise Leaders
Dawson Her Many Horses
Samuel F. Murray
Contact Us
U.S.
[email protected]
education to Native American youth. These programs give NAPN members rewarding volunteer
opportunities and establish closer ties between the bank and Native American communities.
NAPN also focused on recruiting in 2012. The Northeast chapter was active in the AllIvy Native Council
conferences, twiceayear events that bring together representatives from all of the Ivy League schools.
The responsibilities of my leadership role in Native
NAPN members have attended the conferences since 2005, participating in them as speakers, recruiters
American Professional Network work well with my
“real job” in the bank. In my current role supporting a
and sponsors. The events allow NAPN members to scout top talent for the bank, and also bring positive
large enterprise group, I’m charged with bringing
attention to the bank and its policies.
about more collaboration and more engagement with
For business development, NAPN members have developed a list of Tribal clients and accounts throughout
the larger organization. My experience with NAPN
dovetails perfectly here – I have skills and experience
the enterprise that will be used to build a coverage model for future wealth management activities.
Members have also worked with product, legal, risk and compliance partners to deliver solutions that
respect the unique nature of Tribal governments, and NAPN members regularly share best practices and
leverage market knowledge with individuals across the enterprise seeking to do business with Tribes.
Through these and other activities, NAPN doubled its membership and developed a higher profile within
the bank.
that I probably wouldn’t have otherwise developed.
Samuel Murray, cochair, Native American
Professional Network
Welcome
Did You Know
Highlights
Partnerships
Overview
Directory
U.S.
California
North Carolina
New York
All/Virtual
LA/San Diego
(Southern California Chapter)
Chapter Chairs
Elke Chenevey
Charlotte
(Southeast Chapter)
Chapter Chair
Josh Porter
New York Chapter
Chapter Chair
Jeff Carey
MaryAnn Lara
Executive Sponsor
Open
Chapter Chairs
Dawson Her Many Horses
Samuel Murray
Executive Sponsor
Open
Arizona
Phoenix
(Southwest Chapter)
Chapter Chair
Manuelito Lanza
Executive Sponsor
Open
Executive Sponsor
Open
Executive Sponsor
Open
Welcome
Did You Know
Highlights
Partnerships
Overview
The Parents & Caregivers Network (PCN*) brings together employees with caring responsibilities for
children, other family members and loved ones. This Global Diversity and Inclusion Organization supported
network is a community of Bank of America employees who share resources and experiences and provide
guidance and encouragement in support of their caring responsibilities.
Mission
PCN's mission is to help make Bank of America the employer and the financial services institution of choice
by promoting a supportive environment for employees with children and other caring responsibilities.
Provide support, information and resources for employees with children or other caring responsibilities
Provide support and information concerning the adoption process
Host events and initiatives which assist employees to manage work, family and other caring
responsibilities
Directory
756 members
April Hicks
Kristin Dugan
Enterprise Leaders for Americas
Kathy M Macmahon
Meghan Wong
Enterprise Leaders for EMEA
Amanda Storrie
Richard Speight
Executive Sponsors for Asia PAC
Jim Barrett-Lennard - Australia
Ben Ko - Hong Kong/China
Promote the bank’s familyfriendly policies and benefits
Allen Arakal - India
Influence the bank’s policies and practices in support of employees who have family and other caring
responsibilities
Richard Maloney - Singapore
The Parents & Caregivers Network provides employees with support or advice on a wide range of focus
Contact Us
U.S.
us[email protected]
areas: adoption, singleparenting, tweens & teens, special needs children and family members, elder care,
work/life balance, stress management and more. The network helps employees learn about available
[email protected]
benefits and resources within the bank and can also connect employees with external help when necessary.
Asia Pac
[email protected]
Parents & Caregivers Network is all about supporting
the employees so they can fulfill their caring
responsibilities at home as well as perform their job
responsibilities at work – we’re there to help
employees find balance in their lives.
Kathy MacMahon, cochair, Parents & Caregivers
Network
Welcome
Did You Know
Highlights
Partnerships
Overview
U.S.
Asia Pacific
Korea
North Carolina
Australia
Charlotte
Chapter Chairs
Kathy Macmahon
Meghan Wong
Chapter Chairs
Anatoly Kirievsky
Chapter Chairs
JongHwan Kim
Alicianne Bradsell
Jonathan Cruz
Executive Sponsor
Jim BarrettLennard
Executive Sponsors
Kristen Dugan
Hong Kong
April Hicks
(exAsia)
UK
London/England
Chapter Chairs
Amanda Storrie
Richard Speight
Executive Sponsor
Lesley Kumar
Chapter Chairs
Mickie Lin
Julia Lim
Executive Sponsor
Allen Arakal
India
Chapter Chairs
Hemang Raval
Abhinesh Gupta
Robert Cheng
Catherine Lo
Executive Sponsor
Allen Arakal
Dorothy Fung
Singapore
Executive Sponsor
Ben Ko
Chapter Chair
Chris Snell
Japan
Executive Sponsor
Richard Maloney
Chapter Chairs
Young Kim
Toru Kurihara
Executive Sponsor
TBD
Directory
Welcome
Did You Know
Highlights
Partnerships
Overview
Directory
The Young Professionals Network (YPN) seeks to create dialogue and awareness of the opportunities and
Executive Sponsors for Asia PAC
challenges of a multigenerational workplace for employees in Asia. The YPN prides itself on innovations
Jim Barrett-Lennard - Australia
and helps make opportunity possible for young teammates to gain access to career development,
Ben Ko - Hong Kong/China
mentoring and role models.
Richard Maloney - Singapore
Mission
Allen Arakal - India
Helping the bank attract, retain and mentor employees from the different generations in the workplace
while paying attention to the employees who have recently joined the bank and industry.
Activities
The Singapore chapter of the Young Professionals Network — which doubled its membership in 2012 —
hosted a “Meet the Managers” series, which gave employees the chance to meet senior leaders of the
organizations. The June event focused on career management during challenging industry circumstances,
while the September event, titled “How Did I Get Here?", was a discussion on career development,
leadership and changing perspectives on careers in banking.
Also in Singapore, the YPN chapter partnered with Toastmasters International to continue the activities of
the internal Flagmasters club, with the goal of creating a training platform to help employees develop their
communication and leadership skills.
Contact Us
Asia Pacific
[email protected]
Welcome
Did You Know
Highlights
Partnerships
Overview
Asia Pacific
China
India
Australia
Chapter Chairs
Paul Chen
Chapter Chair
Sohit Kapoor
Zhang Haifan
Executive Sponsor
Allen Arakal
Chapter Chairs
Gerald Lundgren
Susana Garcia
Executive Sponsor
Jim Barrett-Lennard
Executive Sponsor
Ben Ko
Hong Kong
Chapter Chairs
Leonard Lam
Denise Wu
Executive Sponsor
Ben Ko
Singapore
Chapter Chairs
Sivakumar Manickavasaga
Desmond Lim
Caroline Leung
Executive Sponsor
Richard Maloney
Directory

Bank of America Global Diversity and Inclusion Organization

Transcription

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