We hold ourselves to account for delivering our DEI goals through a cohesive approach to communication, leadership, development, recruitment and data-driven measurement.
All employees have access to learning and growth opportunities, including professional development through annual objective-setting and quarterly manager check-in conversations to assess progress.
We supplement this with live webinars and online courses on topics ranging from leadership to technology; in-person support such as coaching and mentoring; and training in unconscious bias, inclusivity in a hybrid working environment, respect in the workplace, allyship and more.
We are proud to have an Executive Management Committee that is 40% women and are fully committed to even greater gender balance and racial equity. When applying for a role at CLS, we want you to know that DEI is central to talent sourcing and retention, with interview/anti-bias training for hiring managers and partnerships with external groups such as Women in Banking and Finance.
Our applicant tracking system helps us identify issues at all stages of the recruiting process and adjust accordingly. We also regularly assess our policies and benefits to ensure we can support all employees equally.
We want all colleagues at CLS to do their part by committing to their own DEI performance objective as part of their professional development plan. You can get involved by joining our affinity groups, established and led by employees with full leadership support, including the Black Employee Network, the Women’s Forum, CLS Pride, and the Parents & Caregivers Network. In addition to networking and advocating for members, these groups raise awareness and encourage understanding through panel events, guest speakers and social events marking Black History Month, International Women’s Day, Pride, and much more.