Embedding diversity and inclusion into the culture of Eaton Vance requires making it a central element of our employee recruiting and engagement practices. We accomplish this by consistently: seeking to identify diverse candidates for consideration to fill open positions; investing to develop and retain employees who contribute to diversity; and training all employees to be receptive and responsive to diversity and inclusion issues, conversations and topics.
Our diversity and inclusion team works closely with managers across the Company to develop action plans specific to each group, then measuring and tracking key indicators to evaluate progress and identify gaps. We use anti-bias training to provide our managers with understanding and tools needed to address and mitigate bias in the workplace, and offer a number of online courses covering diversity and inclusion topics that are available to our employees to further enhance their understanding and awareness.
We further support diversity and inclusion across the Company through our sponsorship of employee resource groups, which serve as networks for work colleagues to leverage their experiences to connect with one another, learn and develop professionally, and promote diversity and inclusion. Four employee resource groups are currently active at Eaton Vance: PRIDE+ (lesbian, gay, bisexual, transgender and queer employees and their allies); EVolve (young professionals); Mosaic (multicultural) and Women’s Leadership Exchange.
Eaton Vance is an equal opportunity employer committed to providing a workplace that is free of discrimination and harassment.