PILLARS
We have created a system with four major to make these ideas a reality
- Increase staff diversity Talent stems from a variety of human traits and skills.
- Serving a range of market needs Requires utilizing our diversity, which is essential for the success of our customers.
- Embracing an inclusive cultureAcross the entire organization will help us to improve our inclusive workplace.
- Support our communities To have a positive effect on the communities where we live and work, we must support them.
EMPLOYEE DEVELOPMENT
- Chances to learn and develop
- Representation of clients
- Involving our staff
- Putting employee health first
In order to cover the cost of approved business-related education and training, we nudge our employees to put their money into long-term professional development. And so, in order to assist people in obtaining on-the-job training and support, we provide unofficial advice from managers and partners.
We are aware that changing policy presents a significant opportunity for improvement. The Castle Finance Management Office of Legal and Administrative Affairs encourages the creation of ethical regulations aimed at assisting people in realizing their financial aspirations.
We train legislators, regulators, and senior branch officials at the international, state, regional, and local levels in our capacity as facilitators. On proposed legal and policy changes affecting investors, we offer our well-informed opinion. We also inform our staff members and clients about the significant part they can play in the formulation of public policy.
We must go beyond simply fostering talent and career paths in order to support our employees' success. We're creating a diverse, connected company by empowering employees to celebrate their similarities and shared interests.
The welfare of the workforce is still a concern for CFM. We have developed a thorough, all-encompassing strategy that offers competitive advantages, promotes learning and career development, and enhances monetary, physical, and mental well-being. We want to improve the CFM as a place to work and make it more representative of the neighborhood where we live.
Obtaining your belief
Our choices significantly affect the financial services sector as a whole. Enhancing our integrity and legitimacy is the foundation for the trust we earn from the community and from our clients. We are dedicated to upholding the highest ethical standards.
We take seriously our obligation to our shareholders. Each general voting share of Castle Finance Management entitles the holder to one vote at shareholders' meetings. Voting options for shareholders include mail, phone, online, and in-person.
Regionally and nationally, people have taken notice of our distinctive culture and methodology.
Customer service
Through custom education sessions, we meet our clients' needs for financial education content in their communities, including women and LGBTQ+ people.
Accessibility
As Castle Finance Management products and online information are developed, our user experience team is working to make sure that anyone can access it without paying attention to the skills.
Industry education
In order to maximize progress within the industry, we also educate our network of Registered Financial Advisers (RIAs) on the best D&I practices.
Setting and achieving goals
When we say we care about our customers, it's not just a catchy phrase. We have that as our foundation. We believe investing has the potential to transform lives.
This is why we take an active interest in regulatory and legal issues that have a direct impact on our clients' ability to achieve their financial goals or our ability to provide them with the kind of service they deserve.
Civic 50 is a business that prioritizes the community.
Castle Finance Management has been listed among the 100 American public-focused companies by Points of Light since 2019. The award recognizes how much Castle Finance Management uses resources for public consultation, how it prioritizes important business and volunteer activities, how it supports the community through organizational policies, and how it assesses the economic and social effects of community programs, thereby earning sustainable dividends for its clients.
The HRC Foundation is a prominent organization that promotes LGBTQ equality.
Since 2018, the Human Rights Campaign Foundation's Corporate Equality Index, which honors businesses based on LGBTQ equality, has given Castle Finance Management a score of 92.
Providing for our communities
The year 2020 has demonstrated the complexity of society in many ways. The need for help is greater than ever due to the COVID-19 epidemic, natural disasters, and racial and gender inequality. A comprehensive platform for all volunteer, gift-making, and grant-making activities, CFM Gives Back was introduced in 2019. We want the CFM staff to have more free time so they can interact with and serve the community. Because of this, we create opportunities for integrated service and provide paid overtime benefits through our Service Day plan.
Fostering racial and gender equality
The need for progress has grown as a result of riots and civil unrest in the US and other countries. We at CFM are committed to the power of change and understand the value of diversity in ideas, backgrounds, and perspectives. We take a variety of steps against racial injustice and inequality, which we also consider.
These initiatives include promoting the acquisition, growth, and retention of diverse talent as well as making sure that various leaders are on the path to senior decision-making positions. We are reviewing the company's generosity and encouraging supplier diversity along with adherence to moral and human rights standards. As investors, we strive to affect positive change that enhances our clients' financial outcomes.
Diversity & Inclusion effort beyond CFM
In order to attract young, underrepresented talent, CFM partners with nonprofits like Girls Who Invest, Year Up, Cristo Rey Network, INROADS, and Investment 20/20 and has created the MC Sophomore Summer Leadership Program.
THE DIVERSITY AND INCLUSION PLAN WE HAVE
Regardless of race, color, religion, ancestry, national origin, gender, age, disability, marital status, citizenship status, sexual orientation, or gender identity, military status or veteran status, or any other condition, we at CFM want everyone to have the opportunity to succeed based on achievement. Why is this such a big deal? We feel better when we are part of inclusive, diverse groups that are enriched by individuals from various backgrounds. They assist us in coming up with better concepts, making more thoughtful choices, interacting with our communities, and assisting our clients in getting better outcomes.
Diversity in hiring
Utilize new hiring procedures that increase access for various people.
Accountability across the board
Create leaders who practice and promote inclusive behavior.
Development of multiple talents
Encourage a welcoming atmosphere where diverse talents can flourish.
DEVELOPING A RANGE OF SKILLS TO GUIDE US FORWARD
We offer leadership development programs that are customized to meet the needs of each party because we believe in providing the best for all of our employees.
Program for career catalysts
The Catalyst Program is a six-month training course that gives participants the skills they need to manage their professional growth. Senior vice presidents, female vice presidents, and people of different races are all represented in the program.
Workshop for ERG leadership
The three areas of leadership development, style/vision, and strategic planning are the focus of the ERG Leadership Workshop, a one-day training event for the ERG leadership teams.
Council for women's leadership
The council's goal is to create a welcoming, diverse environment where women can advance in their leadership positions. The presence of officials, gravity, the strength of your voice, and communication about your commercial impact were all topics covered in earlier articles.
Taking responsibility at all levels
At CFM, we are steadfast in our commitment to encouraging a friendly atmosphere that will draw a diverse range of talented individuals. Therefore, we have made significant efforts to ensure that our staff is exemplary and dedicated to achieving the diversity and inclusion goals of CFM.
CFM staff is educated on gender equality
The CFM has established the Racial Justice & Discrimination Library, which gives CFM personnel documentation, references, and materials to start or improve their understanding of the historical and contemporary context in a crucial global anti-racism theme.
Making change
Our connected culture is reflected in our diversity and inclusion programs, and staff members are constantly considering how they can have a positive influence. Our executive committee and board of directors are both diverse, which sets the tone for our organization and helps us build and remove integration barriers.
ERGS (EMPLOYEE RESOURCE GROUPS)
The core of the CFM variability and inclusion effort is ERGs. Due to their division into categories and led by staff, they are incredibly effective at fostering the growth of partners from common non-representative groups and empowering their receptive partners. ERGs assist the company in growing its business and attracting, retaining, and developing CFM employees globally by informing and educating its workforce as well as interacting with its clients and communities.
CFM Asian
CFM Asians is dedicated to cultivating and exhibiting the leadership of its membership, exemplified throughout the organization by fostering a multicultural society that is inclusive to all.
CFM out
In order to create a diverse and inclusive workplace where LGBTQ + employees can grow and realize their full potential, CFM OUT promotes and supports the company's efforts to hire and retain members of the LGBTQ + community.
CFM veterans
CFM Veterans provides the community with its members and leadership that upholds our diversity and inclusion in order to increase awareness of issues affecting veterans.
Adelante
Adelante is dedicated to raising awareness of the Hispanic-Latino community by leveraging cultural influence to foster individual professional development, foster teamwork, and create communication opportunities for its participants.
BLACK ERG
By encouraging the professional development of qualified Black people, which may include but is not limited to hiring, counseling, sponsoring, and professional development, the Black Employee Services Group (BERG) is dedicated to having a positive impact on the business.
Family issues
Family Matters provides pertinent advice, strategies, and communication opportunities to foster growing talent and support wholesome and enjoyable family relationships, in addition to supporting initiatives that enhance and celebrate family life and the cultural diversity of the company's diverse workforce.
Synergy
Synergy is committed to creating an inclusive environment where women can take on more leadership responsibilities. Synergy works to promote a teaching culture that empowers and encourages women to advance in their careers through women-led programs.