Diversity and equality

The systems are expected to be updated by the end of April, following calls from financial advisors on social media to make a change.

Eastern Michigan’s program aims to connect people with disabilities and financial advisors to research and industry resources.

Even as the numbers improve, Black and Hispanic advisors are still vastly underrepresented within the industry.

Advisors may sometimes overlook clients with special needs, despite the size of the community and available tools like ABLE Accounts.

Instead of leading your team with the mantra "Never let them see you sweat," consider a more honest, real approach.

If you have clients who are people of color, here's how to help them navigate financial planning in a racially unequal world.

Just like the industries that they cover, the lack of Black representation among news outlets acts as a barrier against understanding and eliminating systemic racism.

It won’t just change the composition of corporate board rooms. It may change conversations with clients too.

Regulatory shifts, M&A, new technology — there’s a lot on the horizon for the industry.

An employee who left in 2018 said she experienced a barrage of racial and sexual antagonism while at the firm, such that “it is not possible to list all of the comments and conduct in one document."

Homogeneous industries and male executives are the primary target clients of the new consultancy, Kathleen Zemaitis says.

Efforts to diversify boardrooms have taken on new urgency this year as racial unrest called attention to income inequality and pressure mounted on banks and other publicly traded companies to do something about it.

The flow of assets and capital in manager selection, municipal bonds and business and mortgage capital reveals forms of systemic racism that often get overlooked.

The custodian is upping the number of scholarships set aside for women and people of color.

For its next leader, Ohio National turned to a veteran executive with prior experience leading its independent broker-dealer.

One thing was made clear at the annual event: There’s more work to be done.

The hurdles faced by Black professionals who break into the financial services belie the notion that their small numbers at the industry’s top ranks are a pipeline problem.

Disclosing such information is rare in wealth management, but long overdue, says Andy Sieg.

Necessary new approaches include better cultural understanding, more flexibility for new entrants and more outreach, advisors and executives say.

Two women employees at the firm’s Newport Beach, California office say they were demoted after reporting instances of bias and harassment.