The story of our firm has always been grounded in kindness, mutual respect and providing an inclusive, supportive and safe environment. We truly encourage everyone on our team to embrace our Foundational Principle that recognizes Great People First — finding ways to celebrate and value each of the unique stories, backgrounds, perspectives and ideas that come from the people at Cohen & Company.
Yet, we realize with great humility that we have further to go in terms of understanding how to create a more diverse and inclusive workplace. We are committed to finding new ways to be deliberate in our actions, and to do better. We believe no single individual can make that happen, but EVERY single individual, together, can.
These are a few of the steps we have taken in our journey so far:
Cohen & Company’s IDEA Team — Inclusion, Diversity and Equity in Action — understands without an atmosphere of inclusion, diversity will never exist.
The IDEA Team is leading our firm to turn words into actions:
- Expanding dialogue and understanding within our firm,
- Outlining actionable goals and objectives, and
- Identifying and executing on sustainable and impactful activities and trainings that can become a lasting part of our culture.
With the full support of executive leadership, our IDEA Team is using the results from our recent cultural assessment survey to help develop a long-term strategic plan that integrates with the firm’s strategic plan. Focus areas include, but are not limited to, enhancing recruiting efforts and creating additional diversity, equity and inclusion educational opportunities for all employees.
While diversity and inclusion is everyone’s responsibility, we also recognize that it starts at the top. Cohen & Company is proud to be part of CEO Action for Diversity & Inclusion™ — the largest CEO-driven business commitment to advance diversity and inclusion in the workplace.
The CEO pledge outlines specific actions our CEO, Chris Bellamy, will take to cultivate a trusting environment where all ideas are welcomed, and employees feel comfortable and empowered to discuss diversity and inclusion. The components of that pledge include open conversations, education, creating a diversity plan and sharing outcomes with other CEOs.