Diversity, Equity, and Inclusion

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Diversity, Equity, and Inclusion (DEI)

Creating Opportunity for All: A Q&A With Julie Lewis

Senior DEI Manager Julie Lewis is a passionate advocate for disability inclusion and leads the execution of our firm’s disability inclusion strategy. Her life has been shaped by having family members who are impacted by disability, each of whom has numerous gifts to offer the world. Julie shares her journey of creating access and opportunity for all.

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We are committed to progress. Grounded in an intentional, multiyear global strategy, our vision is clear, our priorities are aligned, and our direction is focused.

Grow a diverse workforce

We recruit and engage candidates with different backgrounds and experiences who bring new perspectives. With a dedicated Diversity Acquistion team and the support of diverse Board members, our Black Leadership Council, Amplify Voices, and other governance groups, we continually enhance our recruitment and outreach.

Representation
Programs

58%

total global diverse¹ population

44%

female associates globally

18%

Black/African American, Hispanic/Latino, or Native American associates

42%

board diversity¹

32%

ethnically diverse¹ associates (U.S.)

42%

management diversity¹

To learn more, view Our Diverse U.S. Population (PDF).

¹ Diverse is defined as female representation (globally) and/or varying ethic groups (U.S. only).
² This figure includes 18% of our associates who are Black/African American, Hispanic/Latino, or Native American.

Each year, we offer a variety of global initiatives to inform, inspire, and recruit diverse early talent. M.B.A. Day, Launching Your Legacy, Women’s Stock Pitch workshop, internships, and apprenticeships are examples of how we introduce our industry to candidates and share work insights and career pathways at T. Rowe Price.

Our recruiting efforts don’t stop there. All people leaders and hiring managers are encouraged to advance DEI and enhance the candidate experience.

Engage our associates

Training. Leadership development. Associate-led resource groups. These are some of the ways we support associates’ growth along their DEI journey and create an inclusive work environment for all.

Global program highlights:

Accelerated Leadership Development Experience for Ethnically Diverse Leaders
Women in Sales, Investments, and Technology Programs
Early Talent Development and Career Break Talent Programs
Caregiver and Parental Transitional Support Program

1,348

hours spent in firmwide mentorship programs

11+

councils, advisory groups, associate-led resource groups, and heritage communities

Sustain our culture

As we recruit and retain a diverse workforce, it’s critical we foster a welcoming, respectful workplace, which better equips us to help our clients thrive.

Our associate-led resource groups play a vital role in helping to maintain and evolve our culture. These are inclusive communities for those with diverse racial and ethnic backgrounds, diverse abilities, members of the LGBTQ+ community, women, and veterans. All associates are encouraged to join.

Advances cultural diversity to help associates and the firm succeed.

Ensures all LGBTQ+ associates are comfortable bringing their full selves to work.

Helps us attract, develop, advance, and retain principled women.

Honors the contributions, strength, and experience of veterans and their families.

Promote awareness, education, and acceptance of the broad spectrum of conditions affecting associates.

50%

of associates belong to at least one associate-led resource group

94%

of our people leaders attended Managing Inclusion training

Communicate progress

We integrate DEI into how we engage the world around us. Collaborating with other organizations, we unify efforts and share insights on building a diverse, equitable, and inclusive workplace.

Supplier Diversity
Partnerships
Equity at Work Certifications
Corporate Sustainability
Corporate Responsibility

Supplier Diversity

Our supplier diversity program prioritizes relationships with small and diverse business owners. By 2025, we aim to spend $50 million with diverse-owned and small disadvantaged-owned businesses in the U.S. annually.

Partnerships

Strategic partnerships with diverse organizations help us expand our reach, identify learning and training opportunities, and further engage with prospective associates of all backgrounds.

Our current commitments include:

CNote – Provides capital to U.S. lenders that support diverse business owners and underserved communities.
Diversity Project UK – Champions a diverse and inclusive UK investment and savings industry with the right talent.
Girls Are Investors (GAIN) – Encourages undergraduates to consider careers in investment management.
DisabilityIN – Leverages best-in-class programming and expertise to achieve disability inclusion and equality.
Future Females in Finance (F3) – Hosts students for a six-week experience to introduce careers in asset management.

Equity at Work Certifications

T. Rowe Price earned Silver certification in Management Leadership for Tomorrow’s (MLT) Black Equity at Work certification. This multiyear initiative establishes a measurable standard for racial equity and provides a road map to achieving racial equity in the workplace, incorporating the systemic disadvantages that African American/Black talent face.

We also are one of 17 industry-leading employers to participate in the Management Leadership for Tomorrow (MLT) Hispanic Equity at Work Certification.

Corporate Sustainability

We’re committed to operating more sustainably and to offering solutions that can help our clients meet their own sustainability goals. Find out more about our vision and progress.

Corporate Responsibility

Whether tutoring in schools, feeding the hungry, or helping small businesses, our associates bring a spirit of generosity to everything they do. The T. Rowe Price Foundation supports nonprofits that empower and enrich the communities in which we live and operate.

Be accountable

Collectively, we depend on each other for the successes and failures of our work and are responsible for doing the right thing for our business, clients, and associates.

When we demonstrate action, learning, initiative, and execution, we build trust. That trust, combined with our DEI learnings and shared experiences, sets the stage for a more equitable future.

Raymone Jackson Global Head of Corporate Diversity & Inclusion

Demonstrating our commitment

We set a DEI performance objective for all associates globally. It outlines the accountability we have in achieving our shared DEI goals. And sets differentiated, enhanced expectations for people leaders, given their impact and role in cultivating equitable experiences.
Since 2017, we publish an annual UK Gender Pay Gap Report, which details the average and median difference in pay between men and women in our UK office.

Representation goals by 2025:

46% female associates globally with 33% in senior roles¹

19% underrepresented talent²with 10% in senior roles¹

¹Senior roles are defined as people leaders and/or individual contributors with significant business or functional responsibility.
²Underrepresented talent is defined as Black and African American, Hispanic/Latino, and/or Native American.