Diversity & Inclusion

Message from Keisha Bell, Head of Diverse Talent Management and Advancement

Read Keisha Bell’s commitment to elevate our conversations and practices to further strengthen our culture of diversity and inclusion.

Forbes 2018, America's Best Mid-Size Employers

What makes DTCC a great place to work? One of our colleagues shares the secret of our success.

Bringing Your Real Self to Work

Hear from a Tampa colleague who explains why DTCC’s been recognized as a “Best Place to Work for LGBTQ Employees.”

Saluting Our Veterans

Read about a Tampa Collegue who explains how DTCC is supporting active and retired military.

Taking the First Step

Read from Michael Bodson, DTCC President and CEO, on how DTCC is creating an environment where people feel comfortable talking about mental health and addiction.

Keisha Bell

Message from Keisha Bell, Head of Diverse Talent Management and Advancement

Diversity is a top priority for DTCC and it’s a subject that is very close to my heart – increasing diversity across our ranks. My experience throughout my years in Risk Governance and Product Management has shown me that diversity is one of the most important success factors in solving the increasingly complex and global challenges we face as an industry. At DTCC we’re proud that we’ve scored well against other industries with regard to race and ethnicity, but like many of our colleagues in financial services, the results of our actions have not always matched the passion of our words when it comes to the representation of women.

In looking at DTCC’s D&I journey, we’ve accomplished so much since we established a Diversity Council and our first Business Professional Networks (BPNs) nine years ago.

DTCC is a very special place to work, and we confront challenges like this head-on. That’s why I’m confident that we will solve the diversity issue and succeed in recruiting, retaining and promoting diverse talent and further strengthening our culture of inclusivity. Our Business Professional Networks (BPNs) transcend business lines and geographies and, as I can tell you from my own involvement in several of them, they’ve given my colleagues and me new avenues for personal and professional development.


In recent years, we’ve also made great progress in developing future diverse leaders with new emerging talent programs targeting IT and Operations for black and Hispanic employees, expanding leadership training across demographic groups and creating our “Voices of Inclusion” initiative to promote conversations about race in the workplace. Next on our agenda is introducing programs and processes to help us achieve greater diversity so that individuals from all groups are appropriately represented at all levels.

I’m very excited about our journey ahead, but I’m also realistic that change takes time, patience and commitment. In the near term, our focus will be on advancing women of all diversities and backgrounds in leadership positions. DTCC’s employee population overall is about 63-percent men, 37-percent women – and only 30-percent of women are officers – so we have plenty of room to expand women’s leadership opportunities.

I’m also going to work in partnership with my colleagues to elevate our conversations and practices to further strengthen our culture of D&I. To me, diversity means everyone has a seat at the table – where the table looks like society at large. Inclusion means that everyone you’ve invited to sit there feels welcome and recognized. What’s more, everyone has a vital role to play as agents of change. DTCC’s D&I journey is not just for gay people, or black women, or Latinos, or any other group: it’s for all of us, together.

I consider my role as an opportunity to make a positive difference. But my success will be determined by whether I’m able to create similar opportunities for my current and future colleagues of diverse backgrounds. I look forward to working with my partners at DTCC and across the industry to make this difference on such an important issue.


America’s Best Mid-Size Employer

We know DTCC is a great place to work, but we were still delighted to be recognized in 2018 on the Forbes list of America’s Best Mid-Size Employers, which ranks companies that excel in creating a work environment where employees feel happy, inspired, and well-compensated. More than 30,000 Americans rated their own employer and nominated organizations in other industries. The final list ranked the 500 large and 500 mid-size employers that received the most recommendations.

Forbes 2018, America's Best Mid-Size Employers

Although specific to the U.S., we believe this award reflects the work environment of our entire company. Silvia S. from DTCC Tampa knows this. She sees the company’s success is the result of each employee’s individual achievements and their ability to partner across teams. In her seven years with DTCC, Silvia was encouraged to pursue her own personal development – and she’s taken advantage of these opportunities by obtaining a Master of Science in Information Systems degree.

In this video, Silvia S. shares how DTCC is invested in its employees’ career development and growth and how this translates into creating a dynamic and engaged workforce.


Bringing Your Real Self to Work

Claude G. from DTCC Tampa shares how DTCC makes him feel valued in a way he’s never experienced before in his professional career.

Best Places to Work for LGBTQ Equality

For the sixth consecutive year, DTCC was recognized as a “Best Place to Work for LGBTQ Employees” after again scoring a perfect 100% on the Human Rights Campaign Corporate Equality Index.

“When I leave my house each morning, I don’t need to hide who I am before I walk into work. I get to be exactly who I am, and I know I have the support of my company and my colleagues. The policies are very clear here, which is important, but it’s the actions we take as a company as well as the partnership of my colleagues that make everyone feel accepted.

“Creating the LGBTQ Business Professional Network (BPN) was a big step. Like many firms, we have a lot of support for our Pride Month activities, but what makes DTCC unique is the feeling of inclusion. And the BPN plays a big role in fostering and promoting that culture. As a former co-lead for the BPN for many years and a current member of the BPN’s Steering committee, I’ve taken on the responsibility to give back to my co-workers by increasing knowledge of LGBTQ issues, sharing our experiences and creating a safe place for people who aren’t out at work or who just want to be part of a positive and vibrant community.

“One of the most impactful partnerships we’ve developed is with PFLAG, who has helped us foster an inclusive environment by reaching out to the straight community and holding onsite workshops to talk about matters that are often avoided in the workplace, such as transgender issues. There was a lot of uncertainty when we began this outreach, but our colleagues were true to their DTCC values and we were able to break down barriers and build deeper relationships among employees. I’m truly appreciative that I have the opportunity to work here and can act as a force for positive change.”


Saluting Our Veterans

Cristina P. from DTCC Tampa and co-lead of DTCC’s Veterans’ Business Professional Network (BPN) explains how DTCC supports active and retired military personnel.

“One of the difficult things for veterans entering the workforce is transitioning from the military to a corporate environment. It may also be one of the overlooked aspects when hiring veterans. I became a U.S. Air Force Reservist straight out of high school and was also a college student and held a full-time job at that time. Following 9/11, I was called into active duty. When my service time had ended, the transition back to a work environment was challenging and it took some time to adjust, so I can relate to others in the same situation.

“About five years ago, we formed the Veterans’ BPN to help ease the transition of our new veteran employees as well as employees who have spouses and family members that have served or who are actively serving, by having a support network in place with colleagues who’ve shared the same experience. But what happened during those early days amazed me – dozens of people who never served in the military volunteered to join the BPN. They wanted to show their appreciation to our veteran community and help them succeed professionally. Over time, the percentage of our membership made up of civilians has continued to grow.

“One of our most satisfying accomplishments was when a BPN member questioned DTCC’s military leave policy, which at that time was three days per year. We knew we could do better, so we raised the issue to our executive sponsors, who took it on as their own and, working together with us, we were able to update the policy to four weeks. This is a huge benefit to our active military reservists because it gives them time to fulfill their military duties without having to use their vacation days. It says a lot about DTCC that one person’s voice could lead to such an important change.”

Michael Bodson

Taking the First Step

By Michael C. Bodson, DTCC President & CEO | Jun 04, 2019

If you put a group of Wall Street veterans in the same room, inevitably the conversation turns to how our industry has changed over the years. New technology, increased regulation and industry consolidation are all topics that will be discussed, and it’s just as likely that words like “diversity” and “inclusion” will (and should) come up frequently. Less often, however, you’ll hear the phrases “mental health” or “substance abuse.”

That’s a tragedy. Our industry has made great strides in creating an environment of openness and understanding, and while there is still room for improvement, the progress has been significant compared to a decade or two ago. Except when it comes to issues like addiction or mental illness, which continue to be among the last taboo workplace subjects.

Graphic of black and white heads

While financial services never had quite the same public reputation as the “Mad Men” advertising world, our industry has had its share of power players who saw their ability to “work hard and drink harder” as a rite of passage and even a badge of honor. The code seemed to be, “If you can’t keep up, then maybe you don’t belong in this business.”

For many good reasons, that culture waned but the perception that these issues are signs of weakness still seems to exist to a large degree. While companies often offer a wide range of resources and support, many employees seem hesitant to admit they need help and, over time, their careers and personal lives can suffer greatly. That mindset needs to change.

We must create an environment where people feel comfortable talking about these issues—which creates a more inclusive culture in the process— to knock down the remaining barriers and help those in need.

At DTCC, we’ve seen firsthand how addressing so-called taboo subjects directly can make a positive difference. Politics, religion, race, gender and sexual orientation have long been considered too controversial or difficult to discuss in the workplace. But as society and our culture has evolved, we’ve also changed with the times. Last December, for instance, we hosted a Day of Understanding in our U.S. offices to teach and encourage open discussion on these issues to promote a more inclusive environment. Beginning that dialogue has helped us to create greater trust and compassion within our workforce.

As Deanna B, a DTCC employee, said after the event, “Focusing on diversity is not exclusive but a way to value all employees. I don’t have to minimize my life experiences or downplay my hardships. We may look different on the surface, but once we take the time to understand and get to know each other, we then see our similarities.”

We are now taking that same approach with mental health and addiction. Last year, we supported the World Health Organization’s “World Mental Health Day,” and our team in London will be supporting the “Where’s Your Head At?” workplace petition, along with more than 600 other firms in the United Kingdom. The petition notes that more than 300,000 people each year leave work due to mental health illness, costing employers up to £42 billion and the UK economy up to £99 billion. What a colossal waste of talent and money, which could be avoided if we all worked toward creating a more supportive and open environment.

Just as we’re reaching out to employees who suffer from depression or anxiety disorders, we need to encourage colleagues with addiction and substance abuse issues to realize that it’s not simply a matter of “handling it.” They need help, and that help is available without judgment. We want to—actually we need to—create an environment where employees feel comfortable taking the first step.

Last month, I had the chance to discuss this topic with Goldman Sachs’ Marty Chavez at DTCC’s Fintech conference. Marty noted that people approach him more frequently with questions about becoming sober—another important change from “the old days”—and recalled the saying that “you’re only as sick as your secrets.”

Secrets only hurt the people keeping them. Lives do not have to be destroyed, and careers do not have to end because of mental illness or addiction, especially when there are so many options for help. Creating a supportive environment where those who need assistance feel comfortable about being open would be positive change and incredibly beneficial for the industry and everyone in it.

Our Commitment

Efforts to foster diversity and inclusion internally strengthen our workforce and reinforce DTCC values. This work helps build the organization’s capacity for innovation and agility and will ensure a strong, culturally and behaviorally competent workforce for the future. Read our factsheet to learn more.