RBC Financial Group

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RBC Financial Group

• Diversity in Action
• Greg Brennan H/R Advisor, Recruitment /
  Workforce Diversity
• Johanne Caron Recruitment Consultant

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Agenda

• About RBC Financial Group
• Diversity as a core value
• History of diversity at RBC
• Our approach
• Communication and understanding to our employees

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Gordon NixonPresident and CEO RBC Financial Group

• Our staff is a microcosm of Canada, and this
  diversity is helping us do a better job of
  serving the diverse communities in which we
  operate. Simply put, taking advantage of
  diversity is a great business opportunity for our
  organization

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RBC Vision And Goals

• Our Vision
• Always earning the right to be our clients first
  choice
• Our Goals
• To be recognized as
• The undisputed lead provider of integrated
  financial services in Canada
• A best in class provider of personal and business
  financial services in the United States
• A premier provider of selected global financial
  services

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A Leading North American Financial Services
Organization

• 12 million clients worldwide in more than 30
  countries with over 65,000 employees
• Canadas largest bank by assets and market
  capitalization
• Canadas Most Respected Corporation (Globe
  Mail)

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RBC Values

• DIVERSITY FOR GROWTH AND INNOVATION
• We grow as individuals and as an organization by
  respecting and leveraging our similarities and
  differences. Drawing upon the resources of our
  businesses, geographies, markets and people, we
  generate ideas and solutions that break new
  ground.

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Historic Milestones

• 1975/77- Internal task force on the status of
  Women
• Early 80s EE registration enacted for the 4
  designated groups
• Early 90s Valuing and Managing Diversity
• Closing the gender gap initiative

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Historic Milestone - Continued

• 1996 - Leveraging Diversity Strategy
• 2001 Diversity Leadership Council
• Present - Diversity as a business imperative

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RBC Diversity Model
Employees/Workforce
Business Platforms Functions
Clients/ Markets
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Leveraging theEmployment Equity/Diversity Plan

• EE/Diversity Plan, owned by the businesses and
  reviewed quarterly.
• Communicates to staff Diversity is a distinct and
  core value essential to our future success
• Providing quarterly EE and Diversity measures at
  the Executive level
• EE/Diversity strategic priorities -posted on
  intranet site. reinforces understanding,
  walking the talk
• Recognition and understanding of external
  benchmarks, builds credibility for the business
  case

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Recruitment

• Understanding business needs
• Building relationships
• Skills and Abilities
• Buy in and accountability
• Visibility and Participation
• Employee referrals
• Sourcing specialists
• Creating a welcoming and supportive environment

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Recruitment

• Always be open to learning the best practices of
  others

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Retention and Promotion

• Training and development
• Coaching and Mentorship's
• Talent Management / Succession Planning
• Diversity awareness and communication

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How We Communicate Diversity
Diversity Definition Primary
Secondary Dimensions of Diversity
Personality
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How We Communicate Diversity

• Risks
• Legal risk
• Legislative Risk
• Market Risk
• People Risk
• Me Risk

• Opportunities
• Market Opportunities new business
• New Ideas and ways of thinking
• Employees reflecting out clients
• Building a sustainable workforce

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Wayne BossertSenior Vice President, Atlantic

• You often hear about the Golden Rule, treat
  others like you want to be treated. I try to
  use this Platinum Rule as a guiding principle,
  treat others as they would like to be treated.
  Thinking this way has taught me to value
  diversity and respect those around me.

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Questions?