“By embracing diversity and inclusion, we strengthen our culture and help promote wider economic opportunity.” – Thomas E. Faust Jr., CEO
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.
- Training all employees to be receptive and responsive to diversity and inclusion issues, conversations and topics.
Leadership from the Top
From our CEO down, our leadership is committed to advancing diversity and inclusion across the Company. We drive this commitment through our Diversity and Inclusion Leadership and Operating Councils and Employee Resource Groups. Our CEO has demonstrated his commitment to diversity and inclusion by becoming a signatory of the CEO Action for Diversity & InclusionTM.
Eaton Vance is a signatory of the CEO Action for Diversity & InclusionTM, a business commitment that aims to advance diversity and inclusion within the workplace. The pledge includes a specific set of actions signatory companies will take to cultivate a trusting environment where all ideas are welcome, and employees feel comfortable and empowered to discuss diversity and inclusion.
Eaton Vance Diversity and Inclusion Leadership Team
Chief Administrative Officer
Diversity and Inclusion in Action
Our diversity and inclusion team works closely with managers across the Company to develop action plans specific to each group. Each department’s diversity and inclusion action plan sets critical objectives. We then measure and track key indicators, including gender and ethnic demographics, new job candidates and hires, promotions, turnover and tenure. We analyze this data to evaluate progress and identify gaps.
We maintain a number of ongoing initiatives across the Company to support diversity and inclusion. These include:
Employee Resource Groups
Employee resource groups are employee-led organizations within Eaton Vance established to reflect and celebrate the value the Company places on diversity and inclusion. Employee resource groups serve as networks for work colleagues to leverage their experiences to connect with one another, learn and develop professionally, and promote diversity and inclusion. Each employee resource group is led by a pair of employees, sponsored by members of the senior leadership team and open to all.
PRIDE+ works to engage, support and build an inclusive community for lesbian, gay, bisexual, transgender and queer employees and their allies across the Company. EV PRIDE+ was instrumental in our achieving a 100% rating on the Human Rights Campaign: Corporate Equality Index. EV PRIDE+ and Eaton Vance host a Pride-month kickoff celebration, participate in the Out for Undergrad Business Conference and help plan our Diversity and Inclusion Winter Social.
EVolve Young Professionals
EVolve strives to foster a culture and environment that is welcoming, encompassing and conducive to growth for the increasing population of young professionals at Eaton Vance. Through Lunch and Learns, evening socials, mentorship programs and other networking events, EVolve works to introduce and expose young employees to people, skills and experiences that will facilitate their long-term success at Eaton Vance.
Mosaic Multicultural Group
The Mosaic Multicultural Group is designed to support and engage the multiple ethnic identities and cultures that constitute our workforce. Mosaic celebrates diversity and inclusion at Eaton Vance throughout the year, aligning its programming with the heritage months that are commemorated annually to help ensure that all employees feel accepted and appreciated.
Women’s Leadership Exchange
The Women’s Leadership Exchange is Eaton Vance’s oldest ERG, supporting the Company’s longstanding commitment to empowering and developing women at all levels of our business. While the focus of the Women’s Leadership Exchange is on attracting, developing and retaining female talent, all Eaton Vance employees are invited and encouraged to participate in their panel discussions, community partnerships and networking events.
Eaton Vance uses Anti-Bias Training to provide our managers with understanding and tools to address and mitigate bias in the workplace. Over 85% of managers across the Company have participated in the training to date.
We offer a number of online courses covering diversity and inclusion topics that are available to our employees to further enhance their understanding and awareness. The following is a partial list of the online courses available to our employees:
- Cross Cultural Diversity: Working Across Boundaries
- Cultural Awareness: Business Across Borders
- Working in a Multi-Generational Workforce
- Workplace Success for Millennials
- Managing Millennials
- Unconscious Bias
Diversity and Inclusion Partners
Eaton Vance’s commitment to diversity extends to our communities. To help diverse communities flourish in the places where we live and work, Eaton Vance supports a variety of minority-, women- and veteran-owned businesses.
External Diversity Partner Organizations
Commitment to Equal Opportunity
We are an equal opportunity employer committed to providing a workplace that is free of discrimination and harassment. Our commitment applies to every person at Eaton Vance, and prohibits unlawful discrimination by any person, including supervisors and co-workers. Please see our Equal Employment Opportunity Policy.
Diversity and Inclusion by the Numbers
Eaton Vance strives for the Company’s workforce and leadership to reflect the broad diversity of cultures and identities present in the communities in which we live and work. We are deeply committed to this objective and devote significant resources and attention to its attainment.
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