Diversity In Recruitment

diversity recruitment in

An Advertising Special Section

August 29, 2021

Highlighting diverse hiring efforts of southeast Louisiana companies

featuring

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As a leader and innovator, LAMMICO’s core values include honesty, integrity and fairness.

We treat others with dignity and respect for individual differences.

Learn more at

lammico.com/employment

Shining a light on Louisiana’s problems is our only hope for making it a better place to live.

- Gordon Russell, Managing Editor of Investigations

Corruption and injustice are as inherent to Louisiana as the Mississippi River.

As the state’s largest news organization, it’s our job to hold the corrupt accountable for transgressions that most often disenfranchise those who can’t defend themselves. It’s a solemn responsibility we take seriously and one we want to expand.

To support that effort, we have created the Louisiana Investigative Journalism Fund. Proceeds from the fund will go entirely to the hiring of additional reporters, their salaries, transportation, plus public records and legal fees. We humbly ask for your contribution to this endeavor as we continue with our mission to root out corruption and wrongdoing in Louisiana wherever it exists.

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Sunday, August 29, 2021

Blue Cross and Blue Shield of Louisiana prioritizing employee input, diversity of thought and attracting talent from all walks of life lll

By Amanda McElfresh amcelfresh@theadvocate.com This story is brought to you by Blue Cross and Blue Shield of Louisiana.

One of the things that gives Rod Teamer a sense of gratification is when he hears about employees at Blue Cross and Blue Shield of Louisiana creating a new initiative to address diversity, equity and inclusion (DE&I) goals based on their own ideas and discussions.

“I love it when it’s something they’ve thought of on their own because they recognize a need and an opportunity,” said Teamer, the director of Diversity Programs and Business Development at Blue Cross. “We work very hard to create an environment where everybody recognizes the role they have to play in helping us achieve our DE&I goals. We all have a stake in the game and are responsible for helping us move forward.”

Over the past few years, Blue Cross has had particular success with employee resource groups. Each group is tailored to people from a certain background, such as women, emerging leaders, members of the LGBTQ+ community, Hispanics and African Americans, to name a few. Teamer said the goal of each group is to identify solutions to common challenges they face in the workplace and society at large.

“My hope is that one day, through the work these groups are doing, they will identify a business opportunity for Blue Cross and come to us with opportunities to innovate and do things better,” Teamer said. “When that happens, our commitment to diversity, equity and inclusion becomes circular. People want to be heard and feel valued, so we try to create a sense of belonging

and make sure our employees know they are an important part of our team.”

More and more, that team at Blue Cross includes people from diverse backgrounds.

Catherine Thornton, Blue Cross and Blue Shield of Louisiana’s director of Talent Acquisition and Workforce Development, said the goal is for the company to hire people who are diverse not only in terms of demographics, but also in terms of experiences and thoughts.

“Ultimately, we are an organization that serves the people of Louisiana, and our mission is to improve the health and lives of all Louisianians,” Thornton said. “In order for us to be effective, we want our workforce to reflect the populations that we serve.”

To do that, Thornton said Blue Cross has deepened its partnerships with local educational institutions and strengthened its internship program. In addition, the company has enhanced its apprenticeship program to ensure opportunities for people who have non-traditional educational backgrounds. That program provides on-the-job training and chances for employees to earn certifications that will allow their careers to progress.

“We think it’s important that we not only focus on Baton Rouge, but also ensure we are attracting talent from all areas of Louisiana,” Thornton said. “In this remote workforce environment, it has gotten easier to do that, so I think that flexibility will really help with some of these initiatives.”

Thornton said she has seen the positive impact that a diverse

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workforce can have on the company as people work together to share ideas.

“It’s definitely energizing and really promotes innovation,” she said. “It’s great to have people from different perspectives have a conversation, because it leads to a lot of ‘aha’ moments that you might not see if you didn’t have that diversity on the team.”

Teamer added that one of the main goals this year has been to ensure there is equity for all Blue Cross employees, regardless of their background.

“It really is our commitment to make sure that our employees have what they need to succeed,” he said. “We need to continually make sure we are an equal opportunity employer and provide resources to individuals so they can be their best.”

For more information, visit careers.bcbsla.com.

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Sunday, August 29, 2021

5

Focus on diverse teams and inclusion creates collaborative atmosphere at Ochsner Health lll

By Amanda McElfresh amcelfresh@theadvocate.com This story is brought to you by Ochsner Health.

A renewed focus on recruiting employees from diverse backgrounds and listening to staff feedback is helping create an environment at Ochsner Health that is collaborative, inclusive and supportive.

Over the past year, Ochsner Health has developed stronger relationships with diverse search firms and ensured that ads for job openings are targeted towards diverse communities, said Deborah Grimes, Ochsner Health’s Chief Diversity Officer.

Individual differences may exist in groups such as one’s race, gender, sexual orientation, religious beliefs and disabilities. Differences also exist in individual traits such as personalities, education, career experience, and socioeconomic status.

Grimes said an increased level of diversity among Ochsner staff also can mean stronger relationships between employees and patients, which can in turn lead

to better patient outcomes.

“The literature is very clear that patients can have increased trust when they have more in common with care delivery team members,” Grimes said. “When you have better communication and a camaraderie in a tense situation like health care, it really does help the patient and their family.”

At Ochsner Health, there is also an emphasis on communication among staff members. The organization has approximately 10 employee resource groups, each one focused on a particular background or experience. Around 4,000 employees are members of those groups. In addition, Grimes said there are company-wide cultural celebrations almost every month, which have been well-received by employees from all backgrounds.

“Our strategy is really not from the top down,” Grimes said. “We want to hear from everyone and be very inclusive. We continue to have a lot of listening sessions and do everything we can to engage employees.”

That engagement means taking into account the opinions of employees at all levels. For example, Grimes said Ochsner Health has a young professionals employee resource group where people who are early in their careers can discuss challenges and opportunities while meeting company leaders. There is another group geared toward employees in Generation X or older, who may have different goals and opinions.

“This is the first time there have been four generations in the workplace,” Grimes noted. “Our goal is to say that no matter your age, we value your experience and what you bring to the organization. We want to make sure we are a place where all employees are respected and can thrive. When we think about diversity, a lot of times we

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don’t think as much about generational diversity, so we try to keep that in mind.”

One major result of the ongoing communication is the launch of a new mentoring program. Grimes said that came about after many employees expressed such an interest. Through the initiative, high-performing employees are selected for a year-long program that focuses on leadership development. Each employee is assigned an experienced leader as a mentor who helps them map out a career plan and determine the best next steps to achieve their goals.

In addition, Grimes said there are efforts taking place to create more education and awareness around psychological safety in the workplace and how to have important conversations in a healthy manner.

“It’s really about educating our leaders and employees about what it means to be on an inclusive team,” she said. “We want to come up with practical solutions so our employees and our leadership team can continue to grow together.”

Overall, Grimes said the increased efforts on diversity and inclusion work make it “an exciting time” to work in that space, particularly since new Census data shows increased racial diversity across all parts of the country.

“We have to become more intentional about how we create an inclusive workplace so all of our employees feel respected and valued,” she said. “I really feel that is going to set us apart. We want to be a top employer, and for us to do that, it’s important for us to be dialed into this work.”

For more information on Ochsner Health, visit www.ochsner.org.

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Sunday, August 29, 2021

Putting words into action: How FMOLHS applies values to create a culture of belonging for patients and team members lll

By Amanda McElfresh amcelfresh@theadvocate.com This story is brought to you by Franciscan Missionaries of Our Lady Health System.

For 110 years, Franciscan Missionaries of Our Lady Health System has operated with the core values of reverence, love for all of life, joyfulness of spirit, humility, and justice for all those entrusted in the system’s care. Over the past year, FMOLHS has worked diligently to operationalize these values and ensure that they are not simply words, but a part of every action. In 2020, the system’s CEO, Dr. Richard Vath, signed and encouraged others to participate in the We Are Called pledge from the Catholic Healthcare Association.

“We are committed to doing three things as it relates to diversity, equity and inclusion,” said Tina Schaffer, vice president of regional HR operations and DEI for the system. “To unite, by putting our own house in order; to heal, by advocating change to end health disparities and systematic racism; and to justice, by building right and just relationships with our communities.”

Schaffer said that pledge underscores FMOLHS’ work in the past year to implement an integrated systemwide diversity, equity and inclusion strategy to address structural processes, relationships and practices. One major part of that strategy has been the creation of several councils.

“We have created a Health System Diversity, Equity and Inclusion council to create strategic accountability for results, provide governance and oversight on DEI efforts, and promote organization-wide communication on progress,” Schaffer said.

“We have created DEI councils in all our markets to ensure system integration and frontline team member involvement. We have

also formalized cross functional workgroups to achieve performance outcomes.”

Schaffer said that there is also an emphasis on ensuring this work extends to patient care and business partnerships. As part of FMOLHS’ strategic objectives, the system continues to develop innovative approaches to care, especially for vulnerable populations such as the elderly, childrenandthosewithmentalhealthchallenges.

“Our Catholic identity calls us to pursue a culture of belonging where every human is treated with dignity and respect,” Schaffer said. “Our focus is not simply on diversity. We are aiming to create a culture of belonging.

Therefore, we will continue to evolve to meet the needs of the team members and the communities we are privileged to serve.

Schaffer noted that FMOLHS is the only Louisiana-based health system that is a part of the Healthcare Anchor Network, a collaborative group of health systems from around the country focused on local inclusive hiring, local inclusive purchasing, advocacy and strategic investments.

“Partnerships like this allow us to evaluate our current state and collaborate with other industry leaders to incorporate industry best practices,” she said.

Lookingtothefuture,Schaffersaidtheorganizationcontinuesto remain focused on fostering an inclusive team member experience that allows everyone to thrive and embrace their God-given talents in a strong and supportive culture.

“We are connecting with external resources to help us strategically source diverse candidates and create internal

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development opportunities for our most vulnerable team members in positions where turnover is usually high,” she said. “Whether it is our brand promise or our Just Culture commitment or our innovative employee value proposition, we aim to help all team members reach their full potential.”

Franciscan Missionaries of Our Lady Health System (FMOLHS) is Louisiana’s largest integrated Catholic health care organization. For more than a century, our health system ministry has been leading health care quality and innovation for our communities. FMOLHS serves seven regional medical centers in six different markets in Louisiana and now Mississippi: Baton Rouge, Lafayette, Monroe, Gonzales, Bogalusa and Jackson, Mississippi. To learn more about a career opportunity with FMOLHS visit - fmolhs.org/careers.

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CELEBRATE A LEGEND 8th year, No. 215

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BREAKING NEWS AT BREAKING AT NOLA.COM NOLA.COM

Drew Brees retires after record-breaking career

DREW BREES

Page 8C On Brees connected TO BREES’ RECORD: Saints QB Drew WHO CONTRIBUTED 2011-2015 COOK S

As of Oct. 8

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Marques Colston TDs 9,701 yds 72

Brandin Cooks

TDs 2,782 yds 20

Darren Sproles

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Willie Snead

2,827 yds 17

from Includes 10 yds Brees as a Charger

TDs 1,934 yds 7

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TDs 1,572 yds 8

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TDs 1,277 yds 10

Alvin Kamara

TDs 1,162 yds 6

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TDs 4,283 yds 38

3,945 yds 17

COLEMAN GINN JR.

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Coby Fleener

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Robert Meachem TDs 2,695 yds 25

Brandon Coleman

Ted Ginn Jr

926 yds 5 TDs

TDs 1,090 yds 8

922 yds 6 TDs

Travaris Cadet

SHOCKE SHOC

772 yds 7 TDs

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T HOM AS

TDs 2,142 yds 12

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471 yds 3 TDs

Nick Toon

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David Patten

ROBINSON

954 yds 4 TDs

COLLINS

JONE S

Cameron Meredith

94 yds 0 TDs

43 yds 1 TD

Austin Johnson 44 yds 0 TDs

PE TERSON

Adrian Peterson 4 yds 0 TDs

GRIFFIN

4 yds 0 TDs

Brian Leonard

Marcus Murphy

15 yds 0 TDs

Jalen Saunders

Courtney Roby 15 yds 0 TDs

39 yds 1 TD

BELL McINT YRE

John Owens

ATES

33 yds 0 TDs

Mike Bell

28 yds 0 TDs

Nate Lawrie

Corey McIntyre

HAMILT ON

10 yds 0 TDs

SOBOMEHIN

17 yds 0 TDs

12 yds 0 TDs

PARKER

Lynell Hamilton

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1 yd 0 TDs

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RYAN

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ADVOCATE STAFF PHOTO BY SCOTT THRELKELD

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L AWRIE HUMPHREY

Tory Humphrey

1 yd 0 TDs

JONE S

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57 yds 1 TD

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Michael Higgins

Horn

67 yds 4 TDs

McALLISTER

Deuce McAlli

186 yds 2 TDs

Heath Evans

7 yds 0 TDs

3 yds 0 TDs

141 yds 0 TDs

Mike Karney CONWELL

Ernie Conwell

WILL IAMS

Jonathan Williams

BE T TS

Ladell Betts

E VANS

277 yds 2 TDs

ROBY LEONARD

20 yds 1 TD

MURPH Y

Garrett Griffin

Mark Campbell

Erik Lorig

27 yds 1 TD

John Gilmore SAUNDERS

457 yds 1 TD

378 yds 2 TDs

32 yds 0 TDs GILMORE

T.J. Graham

24 yds 0 TDs 9 yds 0 TDs

K ARNE Y

Eric Johnson

LORIG

Chris Ivory

GR A H AM

11 yds 0 TDs

Mike Gillislee

Aaron Stecker

CAMPBELL

45 yds 1 TD

IVORY

Greg Camarillo

L ASCO

Daniel Lasco

GILLISLEE

JOHNSON

Julius Jones

59 yds 0 TDs

CAMARILLO

32 yds 0 TDs

18 yds 0 TDs

511 yds 5 TDs

JOHNSON

John Phillips

SMITH

Tre'Quan Smith

10 yds 0 TDs

Terrance Copper

Adrian Arrington

PHILLIPS

HARDEE

Justin Hardee

STECK ER

677 yds 7 TDs

170 yds 0 TDs

162 yds 4 TDs

John Kuhn

70 yds 1 TD

David Thomas

Khiry Robinson

Jed Collins

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C.J. Spiller

217 yds 2 TDs

128 yds 4 TDs

MEREDIT H

18 yds 2 TDs

PAT T EN

Billy Miller

TDs 1,003 yds 3

283 yds 1 TD

HOOMANAWANUI

Michael Hoomanawanui

CARR

Austin Carr

45 yds 0 TDs

Pierre Thomas

TDs 2,609 yds 12

Joe Morgan

SPILLER

192 yds 1 TD

TDs

1,460 yds

TOON

279 yds 0 TDs

Tommylee Lewis

Jeremy Sh ckey

MILLER

Josh Hill

TDs 704 yds 10

Tim Hightower

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Darnell Dinkins

Eric Parker

TDs 1,841 yds 10

McCARDELL

GERS LaDainian Tomlinson 6 TDs

CHAR

2 yds 1 TD

CALDWELL

1,750 yds

BOSTON

CONWAY

Keenan McCardell TDs 1,255 yds 9

NEAL

David Boston

484 yds 3 TDs

McCRARY

Reche Caldwell 888 yds 7 TDs

OSGOOD

Curtis Conway

Lorenzo Neal

876 yds 5 TDs

248 yds 1 TD

GRAHAM

Fred McCrary

Kassim Osgood

PEELLE

96 yds 3 TDs

457 yds 3 TDs

NORMAN

209 yds 3 TDs

0 TDs

1st

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individual players’

2nd

rushing yards

or rushing TDs

Brett Favre: 71,838 Brett Favre: 508 Brett Favre: 6,300 9,455 Drew Brees:

769 yds 3 TDs

Josh Norman

269 yds 2 TDs

Stephen Alexander 510 yds 1 TD

108 yds 0 TDs

67 yds 0 TDs

59 yds 0 TDs

ACTIVE

Jesse Chatman

Dondre Gilliam

Vincent Jackson

Does not include

71,940 Peyton Manning: 539 Peyton Manning: 6,344 Drew Brees: ,169 re

CHATMAN

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TOP 5 QBs IN MARQUEE RECORDS HUNT

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La. anti-abortion law on hold for appeal

Gulf Coast bracing for ‘monstrous’ storm

MIAMI — Residents of Florida’s Panhandle frantically filled sandbags, boarded up homes and secured boats Monday as they anxiously awaited Hurricane Michael, which forecasters warned could smash into the state’s Gulf Coast as a dangerous major hurricane within days.

Fueled by warm tropical waters, Michael gained new strength by nightfall and could

COL STON

THE PLAYERS

2016-2018 T HOM A S

ä See RABALAIS, page 4A

Associated Press

Doctors challenge recent court ruling

BY MARK BALLARD

mballard@theadvocate.com

THE ASSOCIATED PRESS

Bobby Smith boards up the windows Monday at Jani’s

ä See STORM, page 4A Ceramics in Panama City, Fla.

Enforcement of new antiabortion restrictions will have to wait as the physicians who challenged Act 620’s constitutionality asked for a review of an appellate court decision upholding the law.

The doctors argue in June Medical Services, et al., v. Dr. Rebekah Gee, et al., that requiring them to have admitting privileges at a hospital within 30 miles of the abortion clinic

likely would require two of the state’s three facilities to close and leave only one doctor with the proper credentials to perform the medical procedure that ends pregnancies.

They want the 16 members of the 5th U.S. Circuit Court of Appeals to review the split decision by a three-judge panel before allowing the state to enforce the law.

Two of three 5th Circuit judges on the panel — Jerry Smith, of Houston, and Edith Brown Clement, of New Orleans — found Sept. 26 that Louisiana’s Unsafe Abortion

MICHAEL DEMOCKER / THE TIMES-PICAYUNE

Drew Brees holds aloft the Lombardi Trophy at Sun Life Stadium in Miami. Brees threw for 288 yards and two touchdowns in a dominating performance against the Colts.

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Deaths ...................... 3B EatPlayLive................ 1D

Opinion ..................... 4B Puzzles ...................... 4D

Television................... 5D Weather..................... 6B

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DREW BREES PENS FAREWELL LETTER, Page 3A

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BY JENNIFER KAY and GARY FINEOUT

8 ,

A look at who has been on the receiving end of Brees’ passes.

Before it all unfolded Monday night, all the chills and the tears and the sound of one of sports’ most immense records shattering, a mic’d up Drew Brees gathered his New Orleans Saints teammates around him like he always does in the end zone for some fervent words of encouragement.

“Tonight, it’s about us!” Brees shouted. “It’s about us!”

Sorry, Drew. Noble sentiments, sir. But on this night, it was all about you.

The man.

The legend.

The saint of Saints.

Now, the most prolific NFL quarterback of all time.

It happened just before halftime before the madding “Monday Night Football” crowd inside the Mercedes-Benz Superdome. A little fake to give a Brees freeze to the Washington Redskins’ helpless-looking defense and a deep pass up the

reach major hurricane status with winds topping 111 mph before its anticipated landfall Wednesday on the Panhandle or Big Bend area of Florida, forecasters warn.

Florida Gov. Rick Scott called Michael a “monstrous hurricane” with a devastating potential from high winds, storm surge and heavy rains.

Scott declared a state of emergency for 35 Florida counties from the Panhandle to Tampa Bay, activated hundreds of Florida National Guard members and waived tolls to encourage those near the coast to evacuate inland. Scott also said

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Sunday, August 29, 2021

Employee Resource Groups help CGI enhance communication, collaboration and a sense of inclusion lll

By Amanda McElfresh amcelfresh@theadvocate.com This story is brought to you by CGI. CGI has created more opportunities for its employees, or “members,” to listen to one another, hear different perspectives and find common ground in multiple ways.

CGI’s Member Resource Groups, or MRGs, are groups that are designed to provide an open and supportive environment that brings people together to talk about experiences and find new ways to engage with one another. Groups like the Black Member Alliance, Early Career Professionals, Mental Health Matters, Pride@CGI, Women’s Forum and Working Caregivers provide an environment for members and allies alike to interact, share and collaborate.

“I’m really proud that CGI is doing such a great job in supporting and promoting our MRGs,” said Savannah Turner, a CGI senior consultant and co-executive chair of the Early Career Professionals group. “It’s empowering that we, as employees, have the opportunity to meet together on a regular basis to share our own ideas and discuss options to collaborate.”

Brandon Smith, a CGI director and consulting expert, noted that the MRGs are open to any member who wants to educate themselves about different perspectives. For example, some in the Black Member Alliance may be allies who are seeking opportunities to listen and learn.

“I think when more voices from different backgrounds share experiences, it carries over into the business,” Smith said.

“When we are going about our work, or coaching or training, it’s beneficial that we have connected on a personal level to bring a foundation of trust. The MRGs also have initiatives to encourage people to bring their whole selves to work and not

hide a part of themselves.”

Turner noted that CGI is also creating other opportunities for members to learn more about one another. For example, there is an ongoing educational series in which members watch a training course on their own, then reflect on what they learned and listen to others’ experiences. The series has included topics such as recognizing microaggressions in the workplace and uncovering unconscious bias.

“There are a lot of different things that we are learning about together as an organization, which is powerful,” Turner said. “It’s opening the door to facilitate discussion and share our experiences.”

Smith said that atmosphere of sharing ideas and listening also extends to CGI’s recruiting efforts. He noted that the Black Member Alliance and other MRGs have partnered with the company’s leadership to ensure their perspectives are considered in the talent selection process. CGI members from all backgrounds are encouraged to participate in recruitment events, volunteer opportunities and outreach at schools.

“Representation is important to CGI, so when we’re on a campus for an event or someone comes to CGI for an interview, we want potential recruits to see that,” Smith said. “It’s empowering that CGI listens to member voices and that the company takes a real stance in making sure the company is diverse and inclusive.”

Smith said he believes CGI’s work in diversity and inclusion will continue to grow, especially with leadership making a commitment to a diverse workforce.

“One of our big next steps is looking at the data and making sure we are measuring the impact we are having,” Smith said.

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“We will continue to have members at CGI who are committed to that work and we know the leadership is behind us, so this work is not going to slow down.”

Turner added that she is proud to see so many CGI members dedicated to actively participating in the MRGs and that CGI is committed to sending out regular communications and follow-ups about workshops and other initiatives that promote inclusion.

“Staying committed has helped us keep up the momentum,” she said. “We’ve also gotten great member feedback about the initiatives. Just hearing from members themselves and knowing that they are engaged and want to participate helps keep the energy going. We definitely recognize that this is a journey and not a destination.”

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Sunday, August 29, 2021

Hancock Whitney joins forces with education partners to open financial career doors to students from all backgrounds lll

By Amanda McElfresh amcelfresh@theadvocate.com This story is brought to you by Hancock Whitney.

Over the past several months, Hancock Whitney has made significant strides in building strong partnerships with community organizations and higher education institutions as part of its mission to foster an inclusive environment for all.

This year, approximately 89% of the participants in Hancock Whitney’s Corporate Internship Program are from minority racial backgrounds, including those who identify as Black, Asian and Hispanic. Also, 56% of the corporate summer interns are women. All interns participated in volunteer events focused on diversity, equity and inclusion work, including the Project Lazarus Beautification Project and diversity field trips.

In addition, Hancock Whitney is working to open career doors to students across the region. The company has partnered with the 100 Black Men of Greater Mobile, Inc. to support students at Bishop State Community College (BSCC) in Mobile, Alabama. Over the next two years, Hancock Whitney will match a $10,000 gift from the 100 Black Men of Greater Mobile, Inc. to support scholarship, provide ongoing DEI learning seminars for BSCC students and help students consider future careers in financial services.

“Diversity, equity and inclusion are fundamental to the spirit of Hancock Whitney’s purpose,” said Tamara Wyre, the company’s director of diversity, equity and inclusion. “We believe in attracting, retaining and

promoting quality talent. We are reimagining recruitment in finance by engaging and educating talent early.”

Another partnership, between Hancock Whitney and Florida A&M University, is focused on providing support and resources to student-athletes. The $10,000 investment will be used for a scholarship to students from low-to-moderate income homes who demonstrate academic excellence. Hancock Whitney is also delivering customized financial education to FAMU student-athletes, who are often managing their own finances and household for the first time.

Hancock Whitney’s other work in higher education includes partnering with the University of South Alabama on an initiative to help students from under-represented populations overcome barriers in the academic world, plus workshops at Dress for Success New Orleans to help University of New Orleans students work on job interview skills, professional etiquette, communication, soft skills and financial wellness.

This outreach extends to younger students as well.

Wyre noted that Hancock Whitney has become heavily involved in schools throughout its footprint, with a special focus on STEAM (science, technology, engineering, arts and math) education.

“We believe cultivating and nurturing talent from a young age is critical to building a diverse workforce and are actively developing outreach and initiatives to better prepare students for STEM, STEAM and financial related careers and postsecondary study,” she said.

For example, this year Hancock Whitney launched the first Rock The Street, Wall Street (RTSWS) financial and investment education program in Mississippi.

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The program provides financial education to Gulfport High School students, with a goal of creating interest in banking and finance careers among diverse populations of female students.

“We are engaging female Hancock Whitney associates in every job family, from entry level to executive positions, to mentor, coach, inspire and share in helping girls go forward with math and finance studies as RTSWS volunteers,” Wyre said.

To ensure that this type of work continues and grows in the coming years, Hancock Whitney has named 11 associates as the new members of the Diversity, Equity and Inclusion Council. The goal of the council is to promote a safe and welcoming work environment. To do this, members help to develop, create and execute DEI initiatives across the company through communication, diversity learning and equitable experiences.

“The Gulf South corridor we serve is a bright, beautiful landscape of diverse communities rooted in rich, distinct cultures that meld to create our unique regional character,” said Hancock Whitney President and CEO John Hairston, who serves as the council’s executive sponsor and advisor. “Our Diversity, Equity and Inclusion Council is vital to our carrying on as an organization that never knows completion, a company that always grows and evolves as an inclusive, welcoming work environment representing our communities and supporting associates who choose our team.”

Hancock Whitney operates bank offices and financial centers in Louisiana, Mississippi, Alabama, Florida and Texas. For more information, visit www.hancockwhitney.com.

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Dreams happen here.

At Hancock Whitney, we’re committed to helping develop the diverse communities we serve. We are equally committed to developing our associates and helping them reach their goals and dreams. Our culture of advancement ensures our associates are motivated and appreciated. Guided by our core values, we work every day to make our communities and associates better and to make dreams a reality.

Your Dream. Our Mission. hancockwhitney.com/careers • Competitive pay and benefits • Tuition reimbursement • Professional development opportunities

We are an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious beliefs, national origin, ancestry, citizenship, sex, gender, sexual orientation, gender identity, marital status, age, physical or mental disability or history of disability, genetic information, status as a protected veteran, disabled veteran, or other protected characteristics as required by federal, state and local laws.

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