The foundation of any company is its people. At Vested, we’ve grown so quickly because of our commitment to finding, hiring, and retaining the best professionals in our industry — and, by necessity, the outcome of this approach is a diverse, inclusive staff.
Sixty percent of Vested employees are dual citizens, and seven different religions are represented in the office every day. Our integrated approach drives cross-discipline collaboration: everyone works closely with everyone else to deliver the outcomes clients have come to expect. There is truly no other way to build a top-tier firm today.
This is not a one-time initiative. It is an ongoing priority that is at the foundation of every decision we make, and the atmosphere of the office our people walk into every morning. As our co-founder and CEO Dan Simon wrote in Forbes.com shortly after Election Day last year, “Our open-plan office looks like the U.N. on pot luck lunch day.”
As I say in the video above, diversity isn’t a nice-to-have. It’s a need-to-have.
At Vested, we place a great deal of value on mutual respect and the ability to develop effective solutions to problems quickly. Culturally, these are two qualities that our diverse staff and founding team drive. A varied set of strengths, talents, and life experiences can foster the positive working relationships that lead to high-performing, flexible teams. And diverse teams tend to offer a wide range of perspectives when something unexpected occurs. If everybody on a team thinks the same way about a given challenge, they’ll miss the opportunities to fix it every time.
Minimizing office politics and seeing to it that the best ideas are turned into action quickly: these are some outcomes of taking a truly merit-based approach to hiring and retention, and of using multiple channels to source talent when there’s an opening.
Diversity is a tangible solution to real challenges that hold back agencies and other companies. A lack of diversity and inclusion is at the foundation of many negative themes that increasingly dominate today’s news cycle, from products that are brought to market in insulting ways to snowballing accounts of the misuse of power by those who have it.
The outside constituencies we serve — not only financial services marketers, but also the reporters and editors who comprise today’s media industry — are diverse, and they target diverse audiences. Simply put, we could help neither marketers nor journalists if we didn’t have a balanced, well-rounded perspective on our field, which is a direct result of our commitment to diversity and inclusion.