By 2024, we aim to have 35% of our US workforce and 16% of our US senior leadership comprised of underrepresented groups; and 50% of our global population and 35% of our senior leadership comprised of females. Within this commitment, we plan to double the representation of US Black senior leaders and increase total US Black representation by more than 50%.

Humans Resources re-examined our policies and practices from a lens of conscious inclusion to mitigate bias and ensure equitable outcomes.

BBH implemented two additional days off for all employees to observe cultural holidays beyond those recognized by local governments and to serve their communities outside our BBHcares program.

By providing more opportunities to share aspects of our identities, we aim to reinforce the value we place on diverse lived experiences, recognize historically invisible underrepresented populations, track our DEI progress against our goals, and better equip BBH to identify and address the needs of all our people and communities.

We enhanced our definition of a “diverse candidate pool” to include at least two females and two people of color. This approach aligns with Harvard Business Review’s study which found that building qualified pools in this way increases the chances of hiring women by 79% and POCs by 194%.

The Firm sponsored programming on the obstacles Black, Latinx and Asian professionals face, providing transformative leadership techniques that generate meaningful change.

All assistant vice presidents and above are required to complete inclusive leadership training. This program uses real life case studies to demonstrate how by embracing authenticity over conformity, showing empathy and compassion, and being accepting of a range of communication and work styles, we enable all team members to deliver their personal best.

By focusing questions on job-relevant behaviors, a competency-based approach mitigates unwanted biases to ensure greater objectivity, accuracy, and consistency when interviewing multiple candidates for a position.

Launched in response to the devastating impact the COVID 19 pandemic has had on New York City’s communities of color, the Fund focuses on hunger, wellness, closing the educational gap, income and economic mobility, and criminal justice reform.

To better support our Black and Latinx employees and increase the diversity of our candidate pools, BBH engaged in a new strategic relationship with Management Leadership for Tomorrow (MLT). Our more than 150 strategic non-profit partnerships help us better understand the unique needs of diverse groups, provide philinthropic support to under-served communities, fund critical research and provide employee development.

Recognizing the power of the collective, BBH joined over 150 other New York CEOs in becoming a signatory to an “Open Letter From Leaders” sponsored by the Partnership for New York City, publicly highlighting BBH’s ongoing commitment to diversity and inclusion and our broader Sustainable BBH efforts in support of our communities, both internal and external.