July 12, 2020
Analyst, Commercial Banking
Application and interview process
I applied through campus, and then I was invited to a super day. Communication was pretty good through HR, but once I had my super day, I was the only person of color there applying for a corporate banking position. I went through a target school, and if you're not at one, I really recommend using your network and reaching out to people.
Being in the analyst program, the dates for promotions are pretty set in stone. I’m on track for my promotion, so I haven't had any issues with that, but I have seen some other minorities in my group that have struggled with their promotion. I’ve definitely benefited from being in a structured program, but we’ll see what happens once I move out of it.
Your promotion and your bonus are really dependent on whether your manager will go to bat for you and speak highly of you to HR and to the resource managers. They have to be really involved in your day to day and aware of what you're working on.
I’m very involved and I attend a lot of events. I think the programs are effective, but it depends on your group and hiring manager. They’ve been instrumental to us getting diverse talent. There are some affinity groups for the broader company. There’s BOLD, Pride, Women on the Move. I’m involved with them, and that’s been great, but in terms of programs specific to my group, we don’t have any. A lot of what I do is just reaching out to people and forming relationships that way. I’ve had great mentors that have formed organically - there isn’t a formal mentorship program. Those mentors have helped me with my promotion discussions.
Relationships with manager(s)
My manager has been really supportive. She used to report to a Black manager, and I think she’s learned what a manager should do in terms of promoting employees. At the same time, I’m very forward about noting my accomplishments and being transparent about my goals. I also quantify a lot of the things I work on. For example, I have a spreadsheet with everything I’ve worked on and what teams I’ve worked with, but I also do extra stuff like recruiting and setting up internship events. I give her the playbook in terms of how to advocate for me.
June 11, 2020
Less than 1 year
So far, I’ve only had the opportunity to go to a few events. For Black History Month, they sent out an agenda and brought in different speakers. They also had an Advancing Black Pathways event to mark the program’s first-year anniversary. There’s a lot of visibility, and the emails for the events go out to everyone in the company. They did the same sort of events for Women’s History. The company does everything; it’s very well-organized. It’s a huge step up compared to my last company..
I love it. I know people have different experiences, but for me, it’s a great cultural fit. The company is transparent and straightforward. It’s work-hard play-hard, and that really aligns with my work preferences.
June 11, 2020
Director + Level
JPMC does an amazing job with Disability Inclusion. It goes above and beyond the automatic doors, ramps and meeting legislation. There’s a big effort to make sure people with disabilities have everything they need to assimilate from day 1 – let it be through training, technology or manager support. The company often sends out communications and reminders to be inclusive and keep in mind the different accommodations employees with disabilities may need
I am part of the Latino/Hispanic Business Resource Group (BRG). The company calls these affinity organizations Business Resource Groups vs. Employee Resource Groups to make sure that the mission of these organizations are connected to the business. The BRGs work closely with business leaders to help increase diverse representation, develop diverse employees and celebrate the different cultures by promoting inclusion initiatives. There are over 10 BRGs at the company and throughout the year’s programming we see a lot of cross-BRG collaboration. The Diversity & Inclusion Team also does a good job at supporting the BRG Leaders – all of them volunteer to run these organizations – we see employees from all levels getting involved.
Not everyone has the same experience as I did. I worked hard to get where I am. I was going 200 mph while my white peers were going 100 mph. While they were talking about topics I didn’t know, I was googling under the table to learn about it. I put in the work to build key relationships with people that I knew would be at the table when decisions would be made. If you just put your head down and hope that someone notices you, it won’t work. You have to build those relationships and maintain them.
Relationships with manager(s)
In a 250,000 person company, is not realistic to say that every single managers is great. While the company tries to train all managers at the end of the day is an individual choice what type of culture managers want to create for their teams. The employee engagement scores we as employees see whenever the employee opinion survey is published are usually high. Which is a good measurement of the companies culture, but there are managers that do their own thing and give employees a bad experience.
There are many ways to get involved within the company outside of your day to day job. JPMC provides several opportunities for professional growth. You can join a Business Resource Group, volunteer for many community service programs, mentor others in the company through the iMentor program, or consult non-profits in a project by project basis through Corporate Responsibility. There are several events happening on a monthly basis to learn about the economy, new technologies, politics and more. There’s even a Financial Wellness month where employees are invited to join multiple events on how to get financially fit.