Open to all colleagues, our affinity networks play a central role in helping to promote and advance diversity and inclusion at the firm. Affinity networks are an important part of our strategy and serve as forums which offer support, understanding, information and connectivity. Further, networks provide our people with the opportunity to problem-solve, innovate, develop and showcase their leadership skills. We currently have more than 80 affinity networks at the firmwide, divisional and regional levels, and 43 of them are focused on women. The Goldman Sachs Women’s Network enhances the experience of women professionals at the firm through programs that foster greater interaction among peers, as well as the broader community. Our Intersectionality Initiative builds visibility, connectivity and outreach for the diversity dialogue at the firm. We host several intersectionality events to discuss how multiple social identities can intersect in the workplace.
We offer our vice presidents and managing directors a training called Blindspots which explores the thinking traps that can get in our way as we make critical decisions about our business and our people. Another training available for our managing directors, Identity Matters: Race and Ethnicity, enables participants to engage in a dialogue about how race, ethnicity, and social identity may shape an individual’s experience in the workplace and the implications as a leader. Goldman Sachs Person by Person is a program that explores various dimensions of diversity and their impact on communication and working relationships via a theatre-based live case study. For new joiners, the program outlines the business case for inclusive behaviors that promote a workplace in which diverse perspectives are valued.
We sponsor a variety of leagues and teams for our people to get to know one another and enjoy different activities, ranging from traditional sports like basketball and soccer to billiards, dragon boat racing, tai chi and bowling.
Women’s VP Sponsorship is a highly individualized program that aims to grow the pipeline of women managing directors and strengthen leadership development effectiveness. Women’s Career Strategies Initiative (WCSI) is a career management program that provides developmental opportunities for a nominated group of high-performing associates from across the firm. The program provides career enrichment and development opportunities, builds firmwide peer networks and provides access to senior leaders.
We’re committed to advancing diversity and inclusion and recruiting from the broadest possible range of experiences and backgrounds. By 2021, we aim to have women make up 50% of our incoming analyst class, in addition to other goals within that population consisting of 11% black professionals and 14% Hispanic/Latino professionals in the Americas, and 9% black professionals in the UK. These goals are anchored in the representation of qualified candidates. To this end, we partner with a wide variety of organizations, from Girls Who Code and Lesbians Who Tech to the Forte Foundation. We host a variety of exploratory programs, such as our Women’s Leadership Camp, to provide exposure and coaching for students and professionals.
Analyst Initiatives for Black and/or Hispanic/Latino professionals provide mentors and coaches to guide them through professional development and growth opportunities.
Pine Street is a leadership development program that prepares partners and select managing directors to lead the firm’s next generation of people and businesses, and to advance the firm’s culture.
Culture of Workplace Flexibility
Goldman Sachs takes a comprehensive approach to work/life flexibility and personal and professional resilience. Our programs recognize the diversity of our people by providing specialized resources and support for all phases of their lives, both on the job and away from the office. As such, each division considers the best ways for our people to have more control over their time.
Formal Flexible Work Arrangements
Our formal Flexible Work Arrangement (FWA) policy provides for alternative work hours, part-time work, job shares and telecommuting.
Our leave policies are designed to meet the evolving needs of our people and enable everyone in our workforce to better manage their commitment to their careers while starting, growing, and supporting a family.
All new parents, whether through birth, surrogacy or adoption, receive 20 weeks paid parenting leave (in some locations, more based on statutory requirements).
Goldman Sachs is committed to supporting women and their families - these benefits include: childbirth classes, resilience trainings for working mothers, wellbeing series for expectant mothers, on-site gynecology in larger offices and mammogram screenings.
We provide dedicated lactation rooms in our offices as well as access to unlimited 24/7 telephonic support from board-certified lactation consultants. Additionally, we provide a Milkship program for working mothers to safely ship their breast milk home when on business travel at no cost.
Our people have the option to use the last four weeks of caregiver leave in a flexible manner to phase back.
We support our people’s transition into and out of parenting leave through the following resources:
Our people and their covered dependents are eligible for a lifetime maximum of up to $45,000 covering medical and prescription drug costs when registered for the Fertility Support Program.
Up to four weeks of leave can be taken prior to the birth or adoption of a child, including for pregnancy-related reasons or to fulfill any necessary residency or visit requirements. Parenting leave and the last four weeks of adoption and surrogacy leave can be taken consecutively or non-consecutively within the first year of the birth/adoption.
The Dependent Back-Up Care Program provides access to near-site child care centers and in-home agencies that provide care for both well and mildly ill children and adult and elderly family members.
On-site child care is offered in three of our largest US offices.
We offer tuition discounts of up to 10% and preferred enrollment at select child care centers.
We offer our people up to nine sick days per calendar year to tend to their own or a family member’s personal illness, injury or health condition. We’re also proud to offer a four-week paid family care leave benefit for all employees for care of family members due to serious health condition, military deployment or foster placement.
Our Adult Care Coordinator service provides personalized in-person and phone sessions to help navigate our comprehensive adult care offerings including identifying resources to help with safety and healthcare, in-home care and ongoing care management.
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