Embracing Ambiguity: A Path to Diversity and Inclusion

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h2The Power of Ambiguity in Diversity and Inclusion/h2
pAnilu Vazquez-Ubarri, the Chief Diversity Officer at Goldman Sachs, shares her insights on the benefits of ambiguity, re-entering the workforce, and the importance of intersectionality. Born and raised in Puerto Rico, Vazquez-Ubarri moved to the United States to attend Princeton University. She has since become a pivotal figure in promoting diversity within the financial sector./p

h2The Journey to Diversity and Inclusion/h2
pVazquez-Ubarri’s path to her current role at Goldman Sachs began in corporate law. However, her commitment to diversity and inclusion has been a lifelong pursuit. As a Hispanic woman, she has always been passionate about fostering diverse environments, whether through committee memberships or recruiting individuals from varied backgrounds./p

h2The Role of Cultural Background in Embracing Ambiguity/h2
pGrowing up speaking Spanish and learning English, Vazquez-Ubarri has navigated between cultures and languages with ease. This fluidity has shaped her perspective on ambiguity, which she views as a sweet spot for opportunities and creativity. Her ability to bridge different cultures and act as a translator has been instrumental in her work./p

h2Challenges in Attracting Diverse Talent/h2
pOne of the primary challenges in attracting diverse talent to the financial sector is reaching individuals who may not consider it a viable career path. The financial crisis has left a lasting impression, and Vazquez-Ubarri spends much of her time highlighting the positive aspects of Goldman Sachs’ culture, such as integrity, teamwork, and the drive for self-improvement./p

h2The Goldman Sachs Returnship Program/h2
pThe Goldman Sachs Returnship Program is designed to help individuals re-enter the workforce after an extended absence. This initiative provides a platform for talented individuals to practice and prepare for their return to work. The program has been highly successful, attracting impressive candidates who bring unique perspectives and experiences to the company./p

h3Participants of the Returnship Program/h3
pWhile the program has seen participation from men, it is primarily women who have taken time off to care for family members, including children and ill relatives. The age range and reasons for career breaks are as diverse as the participants themselves./p

h2The Future of Diversity and Inclusion/h2
pLooking ahead, Vazquez-Ubarri emphasizes the importance of intersectionality in diversity and inclusion efforts. As the workforce becomes increasingly diverse, understanding the unique backgrounds and experiences of employees will be crucial. She advocates for integrating diversity into all aspects of talent strategy, ensuring that leaders in the talent space are well-versed in difference./p

h3The Importance of Intersectionality/h3
pIntersectionality recognizes that individuals have multiple identities that intersect to create unique experiences. Embracing this concept allows companies to better understand and support their employees, fostering an inclusive environment where everyone can thrive./p

pFor more information on diversity and inclusion, you can visit a href=”https://www.goldmansachs.com/” rel=”nofollow”Goldman Sachs/a./p
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