Diversity, Equity & Belonging

Building a diverse workforce, ensuring equitable outcomes, and creating a sense of belonging

Callan’s goal is to engage, innovate, and grow with a culture focused on building a diverse workforce, ensuring equitable outcomes, and creating a sense of belonging for all employees. In late 2021, we launched our diversity, equity, and belonging (DEB) strategy to build on the work we’ve done in this area since the firm’s founding in 1973. We’re committed to taking the necessary steps, both big and small, to bring change to our firm and our industry.

Watch Lauren Mathias at the Institutional D&I Summit, presented by the Institutional Investing Diversity Cooperative and eVestment. 

The Diversity, Equity & Belonging Team

Our Diversity, Equity, and Belonging (DEB) Council supports the DEB Champion (Lauren Mathias) and Executive Sponsor (Greg Allen) in implementing Callan’s DEB strategy across the organization. The members of our all-volunteer DEB Council include Laura Dawson, Mike Joecken, Paola Juarez, Erik Partida, Avery Robinson, Jeff Salyer, and Alvaro Vega.

Erik Partida

Assistant Vice President

Paola Juarez

Vice President

Laura Dawson

Assistant Vice President

Greg Allen

CEO and Chief Research Officer

Michael Joecken

Senior Vice President

Lauren Mathias

Senior Vice President

Jeffrey Salyer

Assistant Vice President

Alvaro Vega

Vice President

Avery Robinson

Senior Vice President
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Management Committee

Female and/or diverse

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Female and/or diverse

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Female and/or diverse

Executing our long-term, actionable roadmap

Seeing the need to improve diversity, equity, and belonging across all areas of the firm, Callan took the important step to hire outside consultant deepSEE to conduct a comprehensive needs assessment. After many months of education and training, we worked together to create a long-term, actionable roadmap for meaningful, lasting change in the organization.

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A culture grounded in respect

Since its founding in 1973, Callan has built a culture of mutual respect and collegiality. Because we aim to hire people from all walks of life, our clients benefit from the diversity of ideas, experiences, skills, and perspectives that each associate brings.

Celebrating differences

Callan employees come from a variety of cultures, backgrounds, and communities, and we make every effort to recognize cultural and heritage celebrations to educate, inspire, and build a sense of belonging.

Diversity, equity, and belonging at work

Our commitment to diversity, equity, and belonging is at the foundation of our firm, and it shows in all we strive to do for our associates, our communities, and the industry at large. Here are some examples:

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Ensuring the senior team’s involvement in decisions, whether it touches on mentorships, promotions, or committee leadership, for example

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Contributing to organizations, such as the United Way, that support at-risk youth, the disabled, the homeless, and more

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Widening our hiring net to include those with non-traditional backgrounds (e.g., non-finance degrees for financial firms)

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Selecting suppliers based on gender and ethnicity considerations, which includes nine women-owned professional services businesses

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Partnering with United Way Bay Area and Summer Search to find candidates for our thriving internship program (we hire two interns a year into full-time roles)

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Offering family-friendly and flexible work programs

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Recruiting through university student and veteran groups to promote opportunities at Callan

Engaging diverse and emerging managers

In 2010, Callan Connects became the first-of-its-kind program developed by an investment consulting firm to engage emerging managers and diverse-, women-, and disabled-owned (DWDO) firms. Each quarter, we meet with you one-on-one (virtually, for now).

Organizations we support

Because we’re all in this together, Callan supports many organizations that advocate for diversity, equity, and belonging.

Greg Allen

CEO & Chief Research Officer

Greg Allen
“At Callan, we have found that providing a voice for each associate, listening to their diverse needs, and finding practical ways to honor those needs has created a culture that truly embraces a diversity of perspectives and nurtures each individual career path.”

Greg Allen

CEO & Chief Research Officer

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