Inclusive Development and Growth
Jefferies leadership prioritizes DEI. Many of our most impactful DEI programs have been developed by the employee-partners who lead our eight Employee Resource Groups. Through their efforts, contagiousness, drive, personalities and beliefs, they are helping to make Jefferies better, smarter and stronger.
Growing Stronger Together at Jefferies
We embrace DEI as individuals and as a firm. We are proud to share significant training and development opportunities for leaders and future leaders across the firm globally. As mandatory training for all employees and our Board of Directors, we conduct Unconscious Bias and Inclusive Leadership training. Both are part of the onboarding process for all new employees.
Other internal programs sponsored by the firm’s eight Employee Resource Groups (ERGs) include:
- ERG cross-divisional mentoring
- JWIN Women in Leadership and Career Catalyst programs
- JEMS and JNOBLE Leadership Development Program
- JNEXT analyst and associate-focused development program.
Importantly, we’ve also built formal DEI objectives into our Employee Review Process.
Measuring Our Progress
We’ve made steady progress toward our ambitious goals. We’ve hired and promoted more women and minorities into leadership roles. We continue to push ourselves to do more.
- The Board of Directors for Jefferies Financial Group, our public parent company, is among the most diverse. Fifty percent of Directors (6 of 12 members) are from underrepresented backgrounds.
- Similarly, the Board of our international subsidiary, Jefferies International Limited (JIL), is now among the most diverse in any industry.
Jefferies is a better company and can better serve our clients because of our commitment to DEI. We have made significant progress diversifying our entry level workforce. We’re bringing the same commitment to becoming more diverse in middle and upper management. We are steadfast in hiring the most qualified individuals for each role.
