At Wells Fargo, Sanders said, "We've been encouraging more courageous conversations and listening sessions."
Comments at such sessions can prompt co-workers to reach out later to colleagues from a different background and say, "I've never thought about it that way," she said.
Videos that feature employees also foster an inclusive environment at a workplace. She said Wells Fargo picks a topic monthly and finds employees willing to share their story reflecting it. For example, the company filmed three staffers for National Hispanic Heritage Month, she said.
"They're just quick videos," she said, but they create a conversation. And Wells Fargo found that people would rather hear from co-workers than a stranger about such topics. "They learn just a little bit more," Sanders said, because the speaker is "a little closer to home."
Wells Fargo has sought to incorporate the concept of DE&I into the business rather than as an initiative with a finite time frame, Sanders said.
The bank sets hiring goals and expectations, such as looking for underrepresented populations and creating pipelines to different groups. For example, the bank partners with historically Black colleges and universities and institutions that serve Hispanic people to help encourage applications from those groups. It also offers a Boots to Banking program that assists veterans.
Wells Fargo also considers career mobility after making a hire, Sanders said, adding that the broader business world could stand to improve on this issue. It's one thing to hire diverse candidates, but if they have a poor experience, the company is "not really getting to the root of what you want," she said.
Wells Fargo fosters career mobility by pairing hires with an employee as a mentor and also assigns them sponsors from a higher management level to be advocates. The bank also engages in regular talent reviews. These discussions include a focus on diversity and create accountability on the topic.
During the meetings, staff members examine representation data and progress in featuring underrepresented groups in the work force. There's a look at macro data, but "you're also talking about each person," Sanders said.
"I've always navigated to the groups or the organizations within the company that allow us to celebrate our differences," Tanya Sanders says.