In testimony before a House Financial Services subcommittee today, American Bankers Association SVP Naomi Mercer highlighted the strides banks have made toward building a more diverse, equitable and inclusive workforce and discussed some of the challenges they face in this area.
To accommodate changing consumer preferences and technology, it’s necessary to shift the retail culture. And that requires a wholesale look at the entire organization—and the removal of barriers between business lines that have existed within banks forever.
The U.S. Department of Labor today released its final overtime rule—a rewrite of the 2016 rule issued under the Obama administration that never took effect due to a federal judge’s ruling later that year
The Equal Employment Opportunity Commission announced this week that it does not intend to renew its authority to collect data on employees’ pay and hours worked (known as Component 2 Data) after that authority expires
ABA joined several trade groups in filing a friend-of-the-court brief urging a federal appellate court to reverse a lower court’s order that the U.S. Equal Employment Opportunity Commission collect voluminous EEO-1 data on employees’ pay and hours worked (known as “Component 2 Data”).
A “culture ambassador” is essentially a company cheerleader—someone who’s always engaged and enthusiastic about building, maintaining, and sharing an excellent culture within a workplace. Banks need culture ambassadors to show both potential customers and potential employees what separates them from the competition.
To exceed customers’ expectations, banks can’t just buy new technology. They need to have a team—and culture—that fuels innovative thinking.
By Brittany Kleinpaste
By John Tschohl
