“OUR STRONG COMMITMENT TO DIVERSITY, SUPPORTED BY THE PROGRAMMING PREVIOUSLY DESCRIBED, FACILITATES INCLUSION IN A PROGRESSIVE, SUSTAINABLE MANNER AT COMERICA.” Comerica has 36 diversity teams. These highly engaged teams are led by colleague Chairs, supported by executive leaders as Executive sponsors. In each of our primary markets, they focus on cultural diversity, female, LGBT, veterans, quantitative professionals to support the Bank in three main areas: 1) employee engagement to support professional development and community outreach; 2) business outreach to build and sustain lasting business focused relationships; and 3) diversity education and awareness of our colleagues. Our strong commitment to diversity, supported by the programming previously described, facilitates inclusion in a progressive, sustainable manner at Comerica. LL - How does diversity in the work place affect the company? LF - A focus on diversity in the work place supports an environment of inclusion. In other words, it increases the feeling of belongingness among colleagues in the workplace and hence, engagement. As a result, I believe colleagues feel more included and thus, invested in the company’s success. In addition, by having an employee base that reflects the diverse communities we serve and is sensitive to their needs, we can further drive the growth of our business. LL - How does it affect it in economic ways? LF - Invested colleagues connect with the understanding that their efforts directly support the company’s success. We want to be the bank of choice for the diverse communities we serve and our focus on diversity supports those efforts.
Diversity Champions. From left to right Kelly Johnson of JC Penney, Terri Bryant-Harrell of the Dr Pepper Snapple Group, Linda Forte of Comerica Bank, James Fripp of Yum! Brands and Mina Kini of Texas Health Resources during the Chief Diversity Officers Roundtable hosted by Latino Leaders magazine and organized by Comerica Bank.
priority because managers are less experienced, knowledgeable and practiced in this area. I strongly believe that if managers elevate consideration of diversity and inclusion in business planning, they will be able to efficiently and effectively design business solutions to move the company forward.
LL - Where do you see diversity in Comerica Bank in say, 10 years? LF - In 10 years, I see diversity as a natural and organic consideration to every decision our leaders and colleagues make about new opportunities and growth.
LL - Mentoring and sponsoring. How do we get from one to the other? LF - I believe that sponsoring is a natural outgrowth of mentoring. Mentoring provides the opportunity to understand and guide an individual’s growth, experience and knowledge. Having a deepened knowledge of the individual enables a mentor in the appropriate circumstance and circles to be able to confidently underwrite and promote that individual’s qualifications and capacity for success for advancement.
LL - What are the challenges of diversity in upper management levels in companies in general? LF - There are so many important and competing business priorities that at some companies diversity can sometimes be viewed as a less critical and lower
LL - Any closing remarks or area you would like to share with us? LF - Diversity and inclusion is absolutely critical to the future success of business. Through intentional consideration of this important factor, talent, ideas and innovation will be unlocked to strengthen the success and sustainability of our companies. latinoleaders.com