Diversity and equality

“It is shocking — never seen anything like it in my 40 years as a lawyer,” the wealth manager's attorney said.

Almost 50% associate negative emotions with the practice. Here’s how planners can help.

Finally, I was able to talk openly about how financial services can be more inclusive of women and people of color. But did I have to leave to do so?

The percentage of women managers fell even among passive funds, a booming area of the industry that was a hot-spot for female talent.

Communities of color still don’t see enough advisors “who look like them.”

More than a quarter of women in a recent survey say they are confident they will comfortably retire, while almost a third of men voiced the same confidence.

Fostering a culture that attracts and advances women in the STEM fields is one more way that E-Trade has been a pioneer in the industry.

“Mandatory arbitration could be masking toxic cultures that are tolerating sexual harassment,” says a shareholder activist whose firm prompted Wells’ move

In a new episode of Financial Planning’s In|Vest Podcast, the impact investing consultant explains what prompted her to start collecting accounts of harassment, assault and discrimination.

The fee-only association head tackles challenging issues facing members.

The wealth manager claimed bank management knew a customer had a history of sexual harassment, but allowed him to continue doing business at the branch anyway.

While several tech giants have done away with the clause in the past few years, the process remains widespread on Wall Street, which pioneered it decades ago.

Two prominent female advisors are joining forces to target first-generation wealth builders.

Firms must collaborate, rather than compete, to bring in more women and non-white advisors, says Cerulli Associates.

I don't need outside credentials to bolster my credibility — I have my own.

In the latest episode of Financial Planning’s new podcast series, advisor Rachel Robasciotti discusses her activism around mandatory arbitration and relates the remarkable story behind her RIA.

The takeaway for other firms: Be explicit, clear and public about seeking women employees and creating a safe workplace for them.

Diversity statements and conferences are well and good but don’t go far enough. Here’s what will.

President Jim Fitzpatrick plans to address changing approaches to distribution and data management, and place more focus on diversity and inclusion.

If these black financial advisors meet the goal, it will defy the industry's stark racial disparities: early career growth at that level just “doesn't happen in our demographic,” one partner says.